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SoL Coaching
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    Partnered Reflection for Learning and Results
    SoL's approach to coaching is based on two decades of learning and research in the field of organizational learning. SoL's coaching quality standards are rooted in our experience coaching over 200 executives and managers in the public and private sectors.

    While many coaching approaches focus entirely on the individual client, SoL's approach focuses on the client and the specific systemic context in which they are operating. Understanding the interdependencies of the context and the context's impact on the client, as well as the client's impact on the system, is often critical for a successful outcome of the coaching relationship.

    In addition, SoL coaches participate in an ongoing learning/research community in which they share best practices, insights, and themes that arise from the coaching relationships in a particular organization. This ensures continuous learning and improvement for both the individual client and the sponsoring organization.

    SoL's Coaching Philosophy
    • A trusting, open, honest, and mutually respectful relationship between client and coach provides the foundation for a successful coaching outcome.
    • Both the client and coach need to recognize that there is a gap between current reality and the client's full potential.
    • Viewing the client from a systemic perspective is key to understanding the client's situation and setting and achieving appropriate goals.
    • The coach plays a significant role in challenging the client to consider transformational outcomes of the coaching relationship which the client might not identify on their own.
    • The coach can be of service by holding the client responsible for their choices and for authoring an effective life.
    • Learning, on the part of the client and coach, is fundamental to a meaningful coaching relationship as well as a successful outcome of the coaching process.

    Discrete Practice Elements

    Contact us at or call 1(617) 300-9535 to discuss how our services can meet your organization's leadership development goals.

    Success Story: From Competition to Collaboration

    An individual in an executive coaching relationship with a SoL consultant articulated "I'm stumped. I'm a leader but I have to work collaboratively with others. I have to work through influence and collaboration, not power. I have ideas, other people have ideas, I have a pretty good track record for my ideas.

    Lately, I'm extremely frustrated... If I push my own ideas, I'm accused of running rough-shod over other people, of being a tough-guy, a bully. They're right, but sometimes I feel the choices are so important, I go ahead anyway. If I don't push my own ideas, then I feel like others will just walk over me, like I'm a carpet on the floor. How do I find a balance here? I don't want to be a bully, but I don't want to just lay down either. Compromise doesn't feel right for critical decisions."

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    Society for Organizational Learning
    101 Main Street, 14th floor
    Cambridge, MA 02142
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