Jill Kanter is an executive coach and management consultant with expertise in leadership development, team effectiveness and organizational change. She coaches executives in the following key areas:
- Executive presence
- Relationship building
- Team leadership
- Performance management
- Conflict management
Ms. Kanter brings a strong practical approach and highly developed intuition to projects incorporating executive coaching, team development, workplace improvement and the management of organizational change.
Ms. Kanter is skilled and certified to administer the following instruments:
- 360 ° feedback: Center for Creative Leadership’s Benchmarks/Executive Dimensions and Korn Ferry Lominger International’s Voices
- Conflict Dynamics Profile
- DiSC Personal Insights Profile
- BarOn Emotional Quotient Inventory (EQi)
Ms. Kanter has provided executive coaching and consulting services in large, dynamic client organizations, including Cambridge Associates, Boston Children’s Hospital, Fidelity Investments, Northeastern University, Partners HealthCare System, Pearson Publishing, State Street Bank, UMass Memorial Health Care and Wellesley College.
Ms. Kanter founded her independent practice in 1990, after earning her Ed.M. from Harvard University, where she specialized in organizational development and corporate education. She earned her B.A. in Education from the University of Massachusetts where she focused on counseling and career development.
Ms. Kanter currently supervises students at the Massachusetts School of Professional Psychology who are pursuing graduate study in executive coaching.
For strong individual and organizational performance
Executive coaching is a customized, results-oriented process that increases a client’s leadership, interpersonal and career effectiveness. We usually begin with a comprehensive assessment of an individual’s strengths and development needs. This is typically conducted through a 360-degree interview process, in which the client selects key stakeholders to provide relevant feedback on his/her performance. Interview findings are presented in a clear, concise report describing an individual’s strengths and areas for improvement. We also administer the Center for Creative Leadership’s and Lominger International’s 360° assessment tools for clients interested in receiving quantitative, as well as qualitative feedback on leadership performance.
We then designate specific skills for development, with emphasis on practical application that directly addresses a client’s leadership and organizational challenges. The client is guided in creating a development plan with concrete, measurable goals that meet the organization’s criteria for success. We typically work with a client’s manager and human resources partner at key intervals throughout the coaching process.
Usually, coaching incorporates a series of one to one-and-a-half-hour sessions conducted weekly and then bi-weekly over a period of six to eight months—session frequency and duration of the coaching process are determined by a client’s unique developmental needs. Sessions often are supplemented by telephone and email communication.
Sessions typically focus on developing a client’s ability to assess and respond strategically to current challenges, while strengthening specific, identified skills. We carefully monitor client progress against development plan goals throughout the coaching process.
Jill Kanter Associates’ Executive Coaching strengths:
- Strong focus on the link between individual performance and organizational goals, emphasizing measurable results
- Ability to quickly grasp the unique business and professional issues facing executives
- Powerful aid to executives in gaining and applying key insights drawn from various forms of data and feedback
- Quick establishment of a coaching environment and working alliance with clients that encourage openness to new perspectives
- Effective guidance for clients in understanding others’ points of view, inspiring breakthroughs in the quality of their working relationships
- Emphasis on using concrete examples of proven strategies and suggestions in support of the most efficient client learning and development
Executive Coaching Process:
Executive coaching services are conducted over a six- to eight-month period and include:
- Conducting an introductory session with the client to review the coaching process and learn more about his/her background, experience, job responsibilities, goals and challenges.
- Facilitating an interview-based assessment process, and developing a confidential feedback summary with the client’s strengths and potential areas for development. This process may also include use of various assessment tools to identify work style, strengths and development needs.
- Creating a development plan with the client with concrete, measurable goals. Optional: meeting with the client and his/her manager for input and feedback on the development plan.
- Facilitating coaching sessions with the client:
- each session is 1 – 1.5 hours in length (an additional 30 minutes is dedicated to preparation and post-session notes.
- sessions are scheduled weekly during the first two months and bi-weekly for the remainder of the engagement or bi-weekly throughout the engagement.
- sessions are supplemented with email and telephone communication.
- Optional: Maintaining contact with the client’s manager and human resource professionals, as appropriate, throughout the duration of the engagement to gain feedback on the client’s progress.
Closing and Next Steps:
- Conducting a closing meeting with the client and his/her manager, as appropriate, to assess the client’s progress and discuss plans for continued development.
“I can’t recommend her highly enough…She is positive, enthusiastic, and encouraging, while keeping everyone accountable. She is no Pollyana-she says it as it is.”
“The best consultants pinpoint the client’s requirements and provide timely, top quality solutions. They are also master facilitators and coaches of individuals and teams. Jill is among the very best.”
“Jill worked seamlessly with our management team to dramatically improve our organizational effectiveness.”