PARTNERS

Coaches

Carol Lynn Courtney

Carol Lynn Courtney is trained in the field of Industrial/Organizational Psychology and consults in the areas of executive coaching and development, management appraisal, organization and team development, and human resource systems development.

Prior to founding Courtney Consulting Group, she spent close to 20 years working internally in organizations in both staff and line positions. This has enabled her to better understand her clients' needs and perspectives. She worked in large companies (Quaker Oats, Motorola, Pillsbury) and in a small company (Malt-O-Meal). She worked with and/or supported manufacturing (management and front line production), engineering, marketing, marketing research, customer service, sales, IS/IT, and human resources. Examples of work performed include team development and facilitation, individual development and coaching, competency modeling (technical and non-technical competencies), multi-rater feedback systems, and employee surveys. She also worked in two consulting firms in Minneapolis where she performed all aspects of running the business from business development, people management and development, management of the P&L to service delivery.

Carol Lynn received her Ph.D. from Southern Illinois University at Carbondale in the area of applied experimental psychology. She has a dual concentration in industrial/organizational psychology and program evaluation. She volunteers her services to non-profit groups and is the past president of Minnesota Professionals for Psychology Applied to Work (MPPAW). She has been an invited speaker and lecturer in the areas of executive coaching, competency modeling, organization change, and management and team development.

Contact:
Peakinsight LLC
Phone: 970-247-1180
Fax: 970-247-1182
Email: coach@peakinsight.com

Coaching approach
Carol Lynn Courtney coaches individuals at all levels of organizations from newly promoted front line production supervisors to CEOs. Her typical process is as follows:

1. Understand the business need.

2. Perform the assessment with a focus on an individual's strengths while addressing limitations (to gain a full understanding and appreciation for the individualÍs strengths, limitations, and style).

3. Provide feedback (feed back the assessment information; integrate the development with the business goals and job priorities; begin to build a development plan for moving forward; and incorporate the manager into the process to help ensure success).

4. Engage in skill development and practice (provide an opportunity for skill development on identified areas in the development plan and support for pursuing goals; provide continued development, support and expanded integration of the development plan into the workplace).

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