Clara Angelina Diaz-Anderson, BA, MCC
Executive Leadership Coach, Business Advisor, Coach Trainer. DEI Trainer, Keynote Speaker
Clara Angelina Diaz-Anderson is an award-winning bilingual certified executive leadership coach, business advisor, consultant, master coach trainer, international speaker and published author of the book; Create Your Best Year, One Day at a Time.
She is a selected member of the Forbes Magazine Coaches Council. She coaches, advices and consults emerging and established leaders and entrepreneurs on developing essential leadership skills that drive effectiveness in increasing their triple bottom line, interpersonal skills that help her clients increase their emotional intelligence, people management, cultural humility, influence, leadership presence, strategic thinking, interpersonal skills, coaching capability, communication skills, confidence and mental fitness.
Clara’s work mainly focuses on uplifting individuals and organizations through DEI practices that include coaching and entrepreneurship as tools for equity and inclusion. In her private practice ClaraFying Coaching and Consulting, LLC she specializes in training and coaching high level impact organizations and leaders such as Harvard Business School, NAACP, Simmons University and CEOs to increase their social impact through her coaching and communication trainings. Her mission is the upliftment of emerging leaders of color, managers, attorneys, first time entrepreneurs and women of color around the world.She is a graduate of Lesley University with a self-designed degree in Life & Business Management and a certification in Life, Business, and Master coaching from the Wainwright International School of Coaching.
She lives in Massachusetts, USA with her husband and two children.
In this workshop, you will learn ways to help your coaching clients embrace a new style of management and leadership that drives fresh energy, innovation, and commitment. In today’s rapid, constant, and disruptive change, leadership is less about command and control. In this workshop, you will learn a model in which managers give support and guidance rather than direct instructions, allowing employees to learn how to adapt to constantly changing environments in more empowering ways.
Who is a Coach
- A coach has many different types of definitions.
- Coach is a believer who brings the best out of you through inspiration and a whole lot of perspiration.
- How do we cope with disruptive change? How can companies reinvent themselves as learning organizations?
- With the pandemic coming in, people have access to more information. They don’t want to work just for money.
- People want to work because they want to evolve, contribute and be part of something bigger.
- Adopting this mindset foremost requires building a foundation for learning environments and organizations and a whole new approach to management.
- Leaders can serve as coaches to those who they supervise. Instead of being directive, it’s empowering them.
- In this new approach, managers need to ask questions instead of providing answers to support their employees.
- Instead of judging them or dictating what needs to be done, we need to facilitate their development.
- Most managers don’t feel that they have the time to do that and that they’re not good at it anyway.
- No One actually teaches you how to manage people.
- Companies can teach their managers the appropriate tools like coaching to support their managers in becoming coaches.
- If organizations want to build or remain sustainably healthy learning organizations, they must develop this coaching capability.
The Role of a Manager
- It seems extremely foreign to them to work as a coach.
- Why adopt a coaching mentality?
- The role of a manager, in short, is becoming that of a coach.
How do we inspire leaders that have been doing things the same way for a long time?
- What’s your biggest issue right now?
- What’s your biggest problem?
- With “Big Resignation” coming in, people are becoming the biggest asset for organizations.
- If your people are leaving, it’s because they don’t feel cared for, not getting what they’re looking for. Sometimes, that’s not just the money.
- It’s also about asking your people about their situation and knowing the actual human being.
- What do you aspire to do? How can we support in achieving that?
- A person from outside, like a coach, can help the organization take care of these needs.
People deserve to be treated like human beings.
- Equity and inclusion are most crucial in today’s scenario.
- We need to build the type of environment where we can challenge leaders to think differently. If they don’t, it’s going to be to their detriment.
Coaching = Evolution
- Coaches can help leaders use coaching as performance management and adopt a coaching mentality.
- With coaching, leaders can unlock their people’s potential as opposed to being directive and critical.
- The companies can give their employees the resources of having coaching to work on these things, as opposed to, you know, micromanaging. And actually give them the tools to develop.
Coaching 101 with Leaders
Start with a few basic steps:
- Assess the situation – what is the situation that’s happening. Getting down to the nitty-gritty and then asking open-ended questions.
- Ask open-ended questions – how can we ask that differently? Teach them what open‑ended questions actually are.
- Listen – have your clients practice listening so that they can see the difference in the interactions that they do every day.
- Non-directive coaching – helping them to understand non‑directive coaching.
That’s not the job.
- Sometimes as coaches, we want to come with the answers. We want to drive value because we are getting paid for that. But that’s not the job.
- The job is to ask the questions. Coaches have to be with the person so that they can come up with the answers and rephrase.
The GROW Model
- What exactly is it that we want to achieve here?
- What is it that is on the other side of this problem?
- What do you want to see happen?
- What’s the solution that you are looking for? What is the goal?
- The goal should be specific, measurable, attainable, related to the issue.
- Assessment – what is the reality of the situation?
- Reflect – This is like where the client brainstorm. You give space for those options to come up.
- And then, after we come up with all those options, we ask, what are you willing to employ? What are you willing to experiment with?
- Clients can do this process for themselves and with others. It opens up the opportunity for growth.
The Core Message
- Sometimes when we think of coaching someone as a leader, we in executive coaching, just think about their goals and how we can help them reach their goals.
- However, we can take on a more empowering mentality. We can give leaders tools to continue to grow and help other people develop. And not necessarily dependent on us.
- Next time you are with one of your clients, share with them the GROW model.
💎Nuggets from Clara Angelina-Diaz Anderson
- You are working with smart people. You hire them so that they can do their job. Why not create an opportunity to empower them or provide the opportunity to come to with solutions.
- If you don’t want to lose your biggest asset, you have to understand what makes your people tick, what inspires them, and what they want.
- People need to be cared for. And we need leaders to take the time to truly get to know their employees.
🧭 “Coaches give leaders tools, space, accountability, and time to try these things and then come back and readjust, and then come back. That’s how learning and development actually happen.”
– Clara Andelina Anderson
If you missed or want to rewatch our webinar with Clara Angelina Diaz-Anderson on “Leader as Coach”, catch up now: https://youtu.be/UBaYxjpKgug
A big shout out to Clara Angelina Diaz-Anderson for sharing how we can use coaching to up level your leadership skills!
Don’t miss out on this one. Stay tuned for the next episode!