★ Leadership Development
★ Dare to Lead™ Facilitation based on the research of Dr. Brené Brown
★ Coaching Supervision
★ Systemic Team Coaching
★ Executive Coaching
★ Foresight Practitioner (Institute for the Future)
★ StandOut Strengths Coach and Mentor
★ Cultural Intelligence Training
★ Emotional Intelligence & Diversity Training
★ Cross Cultural Conflict Mediation
Nancy Tylim Leadership Development
Life begins at the end of your comfort zone.
Nancy Tylim, Psy.D., MCC
Nancy partners with her clients to develop the skills needed to thrive as they face their biggest challenges. The leaders she coaches improve in the areas of transitioning into bigger roles, strategic clarity and focus, employee engagement, decision making, illuminating blind spots, addressing needs, successful career management, leadership presence, team effectiveness, New Leader Assimilation, the first 90 days, interpersonal relationships and 360 feedback coaching.
Nancy is a Global Trainer of Dare to Lead (a leadership courage-building program based on the research of Dr. Brene Brown), Cultural Intelligence, Emotional Intelligence, Diversity & Inclusion, and StandOut Strengths for Teams (by the Marcus Buckingham Center). As a strengths-based coach Nancy helps her clients get the most out of their natural talents and resources and leverage them to supplement growth opportunities.
As a Foresight Practitioner, Nancy brings her learnings from the Institute for the Future in Palo Alto to support her clients into creating today the future they want to see in themselves, their teams and the organization they support.
As a Systemic Team Coach Nancy supports teams to discover their purpose (what the world of tomorrow needs), and to discover what they must do together that they cannot do apart in order to become highly effective teams.
Combined with her 30 years of experience as a Clinical Psychologist, Nancy brings added depth and understanding to her sessions as an Executive Coach.
Nancy has worked with small, medium, and large-scale public, private, and non-profit clients from all over the world, from many industries including: biotechnology, pharmaceuticals, chemicals, healthcare products and services, aerospace & defense, automotive, banking, computer software and service, IT, education, electronics, financial services, food & beverage, government, manufacturing, metals & mining, non-profits, fundraising, public relations, real estate, retail, arts & entertainment, and more.
DARE TO LEAD
Brave work. Tough conversations. Whole hearts.
Dare to Lead™ is an empirically based courage building program for leaders and organizations. Courage and vulnerability are the birthplace of innovation, creativity, trust, accountability, hard conversations, and ethical decision making. Integrity is choosing courage over comfort: choosing what’s right over what’s fun, fast or easy and practicing our values. Courage is Contagious. It only takes a critical mass of brave leaders to change a culture. In order to scale daring leadership and build courage in teams and organizations, we have to cultivate a culture in which brave work, tough conversations, and whole hearts are the expectation, and armor is not necessary or rewarded.
When we dare to lead, we don’t pretend to have the right answers; we stay curious and ask the right questions. We don’t see power as finite and hoard it; we know that power becomes infinite when we share it with others. We don’t avoid difficult conversations and situations; we lean into vulnerability when it’s necessary to do good work. But daring leadership in a culture defined by scarcity, fear, and uncertainty requires skill-building around traits that are deeply and uniquely human. The irony is that we’re choosing not to invest in developing the hearts and minds of leaders at the exact same time as we’re scrambling to figure out what we have to offer that machines and AI can’t do better and faster. What can we do better? Empathy, connection, and courage, to start. - Brené Brown
Supervision is a learning partnership between a qualified Supervisor and a Coach. Its objective is to achieve positive, substantive, and long-term effectiveness for the coach. In turn, the insights and skills learned in supervision will impact the clients’ and the organizations’ performance and ultimately, the coaching profession. The partnership is one of trust, exploration, renewal, and courage.
In this emerging field of coaching supervision, the coach arranges to meet with another coach for their own benefit or to discuss their work. Coach supervision is not evaluative or directive as the term ‘supervision’ may imply.
Coach supervision consists of meetings either by phone, Skype or in-person. Occurring every 4-8 weeks, depending on one’s coaching workload, supervision provides:
Clarity and rigor about confidentiality, contracting, boundaries, and ethical issues
Time for reflection on one’s coaching presence, process, and techniques
Exploration of different perspectives and new ideas
Validation and support
Challenge of assumptions and habits of one’s coaching practice
Attention to the leadership system, organizational, and cultural aspects of coaching
Expansion of one’s range, capabilities, skills, and confidence
New self-awareness, renewal, and personal development
Increased quality of one’s work; maximizing of coaching engagements
The potential of increased quantity of work as having a supervisor will differentiate you from other coaches and serve as a selling point.
Deeper reflection and presence in coaching including the impact of the coaching work on one’s physical and mental wellbeing.
This process honors the ethics and develops the competencies outlined by the International Coach Federation (ICF), European Mentoring and Coaching Council (EMCC), and the Association of Coaching (AC).