Return on Investment

With Coaching: from 22% (Training only) to 88% productivity

When you set a goal to change something about yourself, like meeting deadlines at work, it requires a change in your behavior. That is how you gauge your success at meeting the goal. However, behavioral change is the most challenging step in obtaining that goal. For example, I know I want to meet my deadlines but what are the steps to get me there? Left to your own devices, you are 80% likely to fail. Why? Our brains are built that way.

Behavioral change that requires both new high-level skills and high motivation to implement those skills is in fact the hardest behavioral change to achieve (The Neuroscience of Goals and Behavioral Change, March 2018).

Two strategies improve the success of behavioral change:

acknowledging and rewarding small steps in achieving the goal
linking the goal to a person’s core values and sense of self

Executive coaches help you do just that! Coaches develop the scaffolding needed to achieve successful behavioral change. During scheduled one-on-one meetings, coaches encourage self-awareness, they break down their client’s goals and desired behavioral outcomes into bite-sized steps in order to identify and provide input for a shift in strategy to meet their goals. The shift in the client’s strategy is ultimately based on their core values and sense of self.

As a result, organizations that offer training alone experience 22% increase in productivity, but when combined with coaching that figure rises to 88% (Gerald Olivero, Denise Bane & Richard Kopelman, Public Personnel Management).

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A substantial 86% of companies report successfully recouping their investment in coaching, with an average Return on Investment (ROI) of 600%. Some recent surveys even suggest that ROI may exceed 600% in programs specifically tailored to leadership development or strategic transformation.

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Qualitative Research: Longitudinal Reconnaissance

Result: Conciliation and Relationship Resets

Story in brief: Leadership relationships are fragile. Key relationships are conciliated . Essential communications channels are opened where they were previously paralyzed. Mutual benefits are explored and clarified. Discoveries supported by strategic conciliation lead to astonishing results. Without strategic conciliation, no results.

Result: Resolving bad actors

Story in brief: Often established employees rise within the organization without the core leadership traits or self-awareness to succeed. Manipulation, fear, and intimidation, become norms of the game. It's organization cancer. It costs mental energy, emotional distress, and work disengagement. Culture becomes a cult centered on cage-match survival and self-centered dynamics. It's impacts the bottom as it threatens and impairs colleagues. Stopping the bully and the bully collaborators takes many forms. But the return on investment is easily calculated quantitatively.

Result: Reducing CEO Isolation

Story in brief: Business leaders can find themselves trapped in a game of "who do I trust?" and "Who do I talk to?" This can lead to self-isolation, depression, increased anxiety, anger, and substance abuse. .Blind spots are amplified. The story "The Emperor's new Clothes" is being played out. Poor judgement and fragile relationships ensue. Mal-formation through isolation. An outside coach becomes essential in accompanying top C-Suite officers in processing experience, core beliefs, high stress relationships, and thought processes. While the CEO is taking care of business, who's looking out for the CEO? The value and ROI results is not just benefit to the human-one-CEO, but all they impact: company employees and their families, stakeholders, their own family, and friends

Result: Established sound Team Communication Practices

Result: Team Co-elevation

Consulting Services

Transforming Businesses with Table 6 Consulting

What are some guaranteed Table 6 results?

· Increased self-awareness,

· Increased leadership authenticity and contentment

· Increased motivation,

· Improved performance,

· Better decision making,

· Increased effective communication

· Silo remediation

· Heightened company morale

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Contact Table 6 today to schedule a consultation and discover how we can help take your business to the next level.

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Foundational Points of View | FPV and Technical Samples

The critically self-reflective leader:

• All leaders have workplace reputations.
• All leaders experience reputational challenges.
• Effective leaders engage in reputation management.
• Effective reputation management results in career success. (1)

Provide an advanced framework to:

1. Establish a comprehensive model outlining the role of personality in leader performance.

2. Describe the essentials of personality-based behavior change in a systematic way.

3. Outline the coaching fundamentals that are necessary for success when working with leader.

4. Detail the coaching tips and techniques that have been proven to produce performance improvements. (2)

The Rocket Model

1. Context – What is the Situation?

2. Mission – What do we need to accomplish?

3. Talent – Who Is on the Bus?

4. Norms – What Are the Rules?

5. Buy-In – Are We All Committed to Win?

6. Power – What Resources Do We Need?

7. Morale – Can’t We All Get Along?

8. Results – Are We Winning?

9. Putting It All Together (3)

The Advantage Model

DISCIPLINE 1: BUILD A COHESIVE LEADERSHIP TEAM

DISCIPLINE 2: CREATE CLARITY

DISCIPLINE 3: OVERCOMMUNICATE CLARITY

DISCIPLINE 4: REINFORCE CLARITY (4A)

“Of course, their work is not over. It never is. Like a marriage, it requires ongoing attention and effort: maintaining a cohesive team, revisiting the answers to the six questions, overcommunicating and reinforcing them. But leaders in healthy organizations rarely lament having to invest time and energy in that effort. In fact, they almost always come to enjoy it because they see the extraordinary benefits it produces regardless of how simple or unsophisticated it may seem at first glance.” (4B)

Six Critical Questions

1. Why do we exist?

2. How do we behave?

3. What do we do?

4. How will we succeed?

5. What is most important, right now?

6. Who must do what? (5)

References:

1. Hogan.com. Personality Tests that Predict Performance. 2025. Hogan Press.

2. Warrenfelt and Kellet. Coaching the Dark Side of Personality High Impact Strategies to Build a Winning Leadership Reputation. 2016, Hogan Press.

3. Curphy and Hogan. The Rocket Model: Practical Advise for Building High Performance Teams.

2012. Hogan Press.

4A. Lencioni, Patrick M. The Advantage, Enhanced Edition (J-B Lencioni Series) (p. 15). Wiley. Kindle Edition.

4B. Lencioni, Patrick M.. The Advantage, Enhanced Edition: Why Organizational Health Trumps Everything Else In Business (J-B Lencioni Series) (p. 194). Wiley. Kindle Edition.

5. Lencioni, Patrick M.. The Advantage, Enhanced Edition (J-B Lencioni Series) (p. 77). Wiley. Kindle Edition.