Print Posted 04/25/2016 in Category 1

By developing a robust leadership brand you increase your value and position within your organization.

By developing a robust leadership brand you increase your value and position within your organization.

Peter C. Diamond, “The Amplify Guy” is a professionally trained, certified coach and author of Amplify Your Career and Life. He works with hundreds of senior level executives and teams. Peter’s satisfaction comes from coaching business professionals, working with teams and conducting workshops. His corporate clients include; Leo Burnett, United Airlines, National Association of Realtors, Razorfish, mcgarrybowen, Fresenius Kabi, PVS Chemicals, World Wildlife Fund, Saatchi & Saatchi and Human Rights Watch.

Prior to starting his coaching practice, Peter had been a business professional for over 25 years with experience in marketing, advertising and finance. He has an MBA from DePaul University and a BA from Michigan State University. He is a contributor for Entrepreneur, CEO Magazine and The Good Men Project. His articles have also appeared in Inc, Forbes, Fortune, Investor’s Business Daily, CMS Wire, and Yahoo Business as well appearances on WBEZ, WGN and Windy City Live.

Peter became a Certified Professional Co-Active Coach through the Coaches Training Institute. He is a Professional Certified Coach through the International Coaches Federation. Peter received Profile Certification training (individuals and teams) from The Leadership Circle Profile and completed the Organization Relationship Systems at Work course through the Center for Right Relationships.  What are some of the Primary Benefits of Executive Coaching?

Peter C. Diamond:  As part of my coaching engagements clients provide feedback on what they learned from the experience and how it impacted him or her. The following are the top three benefits they espouse. An executive coach is an invaluable sounding board, educator on leadership best practices, and has your best interests in mind. For most senior level executives they relish the opportunity to have an impartial third party to talk through workplace issues and emotions without fear of judgment. They appreciate the learning aspects of working with a seasoned coach since most leaders haven’t had sufficient leadership training. And finally, they know an executive coach will help them evaluate opportunities to determine if they will be best for him or her and not just benefiting the organization.  What are your primary areas of expertise and can you elaborate on them?

Peter C. Diamond:  I work closely with senior level executives who want to develop their leadership brand and how to market themselves within their organization or to a potential employer. I work alongside leaders who want to develop their leadership skills to increase their value and position within their organization. I partner with leaders and their teams to improve effectiveness whether it’s a newly formed team or an intact team that wants to elevate to the next level.  Who is Executive Coaching Typically For?

Peter C. Diamond:  First and foremost coaching is most beneficial for executives who want to be coached. If the client is reluctant the benefits derived will be negligible. It’s best with leaders who are at a director level or above and have clearly established at least two or three goals for the coaching engagement. Coaching is most effective with leaders who are facing daily issues and situations from which they can learn and put into practice new behaviors.  What are your top tips for someone in the process of hiring a coach?

Peter C. Diamond:  Interview a couple of coaches in order to ensure good chemistry. It’s a personal relationship and you want to know you will connect with them. During the initial interview participate in some sample coaching (something the coach should be doing naturally) to get a feel for his or her style. Read any articles, blogs or books they have written to better understand their coaching and leadership philosophy.  What attracted you to the profession of coaching?

Peter C. Diamond:  I spent twenty-five years in business with twenty-one of those years in advertising. I worked on global accounts and ran big and small teams. Toward the end of my advertising career I realized I most enjoyed developing leaders and high functioning teams. Witnessing firsthand the lack of time seniors leaders have to develop their direct reports, I decided to focus my attention solely on leadership and team development.  Are there things that you do differently than most coaches?

Peter C. Diamond:  For each client I am committed to find the sweet spot between leadership best practices, his or her personality and the culture of his or her company. I also bring the ability to help leaders brand and position themselves within their organization, a skill that I cultivated during my years working in advertising. Having worked tirelessly in a high-pressure industry I bring a unique perspective and ability to be nimble and flexible.  What is the most inspiring thing about being a coach?

Peter C. Diamond:  I want the coaching experience to be practical and tailored to the client. I work with each client to develop a leadership style that aligns with his or her personality. Knowing that most leaders are pressed for time, I roll up my sleeves to help clients solve his or her problems whereby making the time we have together productive. It’s also important for the coaching experience to be enjoyable.  What are some common misconceptions about being coached?

Peter C. Diamond:  That coaching is going to fix a leader’s problem(s) or that coaching is a solution for underperforming managers or that a coach is going to have all the answers and do all the work. Coaching isn’t a solution to address deficient functional competencies or inappropriate behaviors. A good coach helps to educate and brainstorm solutions but the client has to take the responsibility to initiate action.  What book would you recommend to clients and why?

Peter C. Diamond:  I really enjoyed reading Quiet by Susan Cain. How she juxtaposed the leadership differences of introverts and extroverts resonated with me.

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