Leadership Coaching
and Performance Management

Philip S. Heller

Philip S. Heller

  • Coached regional library executive director to create development goals, with behavioral self-assessment scale, workplace observation and feedback. Resulted in more authentic and integrated interactions with direct reports and colleagues.
  • Coached the Director of a Capital Transportation Planning Division in writing performance and professional development goals with his senior managers.
  • Coached Federal Aviation Administration mid-manager to create self and team performance measures and adopt interaction tactics that improved relationships. Staff post-feedback cited positive changes in daily manager behavior that supported more delegation, greater team cohesiveness and productive problem-solving meetings so that manager regained job enjoyment and stability.
  • Coached regional natural resource managers and supervisors to understand their impact on others and to create development plans. They were able to successfully challenge prevailing self-assessment, appreciate strengths to build from and in some cases, successfully transition with integrity to another, more fulfilling, job.
  • Helped research center leadership clarify expectations; coached, observed staff meetings and debriefed scenarios with maintenance supervisor to determine objectives and gain insights from recent fractious work-place events. Supervisor created best practice responses and positive relationships resulting in a promotion.
  • Ongoing support, feedback, coaching to managers to enhance their ability to communicate clearly during performance reviews, maintain relationships and create development plans and performance contracts for direct reports.
  • Conducted competency-based, goal driven, staff development coaching and accountability workshops for state government, division-wide leadership teams. Teams were able to come to agreement about performance policy implementation and plan for common performance barriers.
  • Assisted in survey feedback, leadership decision process and training that resulted in a behavioral-based performance appraisal system for a Washington State Department.
  • Helped Seattle City division leadership develop career development policy and competency in coaching skills using videotaped feedback. Employee career conversations began regularly.
  • Invited to present Aligning Agency and Individual Goals: The Role of Leadership at the Washington Public Sector Performance Conference
Developing the Talent for Successful Change
2827 NE 105 Street, Seattle WA 98125 (206) 524-4300