How We Work

DPatterson & Associates brings focus, structure and the assurance of consistent forward progress for your career, personal potential, leadership and building the potential of people and organizations to sustain high performance.

DP&A is focused on building the capacity of organizations and individuals through executive coaching to sustain growth and high performance. A strong working partnership is built with clients by our highly skilled staff using a process based on standardized business practices and executive coaching fundamentals in the fields of consulting, career and organizational development, and high performance.  Each business relationship begins by helping clients establish priority goals and metrics.  A combined approach, using a variety of tools, techniques and assessments, is implemented to identify leadership abilities, skills, traits and the values of our clients.  More specifically, the relationship begins by:

·    Identifying emotional strengths, the capacity for trust, diplomacy and consideration which leaders must have to establish positive relationships with others and gain support for a cause or objective

·    Determining intellectual strengths that identify an individual’s ability to use reasoning and communication to gain buy in that is aligned with confidence and integrity.

·    Measuring an individual’s capacity for receptivity, inspiration and creativity for establishing compelling basis for change, motivation and develop new outcomes.

Adaptive Orientation

We understand and are responsive to the dynamic nature and needs of organizations and in a hyper-competitive market charged with economic uncertainty. As new challenges emerge and shift occurs within our clients’ organization, we customize our approach to reflect shifts in our clients' priorities.

Capacity building

Our ultimate objective is to help our clients learn proven methodologies to improve business growth, efficiencies, innovation and performance while developing a competitive edge by learning proven techniques. We teach teams, groups and leaders how to maximize their potential and perform to their fullest capacity through coaching and learning how to co-coach so that individual and group capacity is sustained. 

Executive Coaching

“Executive coaching is a partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.”

Research from the Harvard Business School and Fast Company Magazine has shown that:

·  “Coaching is a popular and potent solution for ensuring top performance from an organization’s most critical talent.”

·    63% of organizations plan to increase their use of coaching over the next five years.

·    92% of leaders being coached say they plan to use a coach again.

Executive and leadership coaching is one of DP&A's core areas of expertise.

Our associates are experienced coaches certified from leading Universities and credentialed in Business Coaching, Executive / Leadership Coaching and Development, Career Coaching, Mentoring and Business Consulting.

We work with executives to develop the core capabilities and skills that result in increased profitability, growth, and innovation — the primary indicators of high performance.  At DP&A we provide focus, structure, and the assurance of consistent forward momentum that is a collaborative partnership among the executive his/her organization, and the executive coach.

How do you make the most from executive coaching?:

• Dedicate yourself and your time to your coaching experience. Let yourself be challenged, work through discomfort; be open to new ways of doing things.  Don’t become dependent on a coach.  Accomplish specific goals as quickly as possible. “You have to do the heavy lifting; your coach just guides you along the way.”
• Make sure your boss is supportive; keep her/him involved.  Leaders who were satisfied reported supportive and involved bosses. Make sure your supervisors are behind your coaching effort, let them know what development areas you’re working on, and check back along the way to see if they are noticing improvement.
• Measuring ROI: It’s about you, your efforts relative to the return you will get.  Most organizations look for a return.  The best way to achieve a measure is to take a full 360 assessment at the very beginning of your coaching and a consolidated or mini 360 assessment in the form of a survey of the improvements you have made with the key people that work with you.
• Don’t drag out the coaching.  Most coaching assignments last between six and 12 months.  Your learning should be continued on your own depending how far along you are in meeting your objectives and successes without a coach.  Because every organization and person has individual objectives and unique styles for learning many executives like to continue the coaching assignments beyond 18 months.  However, you want to keep in mind that learning the techniques and skills gained from the coaching experience is the ultimate goal and establishing an end point relative to the achievement of your goals.