Unlocking Leadership Potential: Executive Coaching with Tatondra Grant​

This episode of B2B Synergy features a strategic conversation between host Alan Armijo and executive coach Tatondra Grant, focusing on the critical role of executive coaching in driving organizational performance and leadership effectiveness. Tatondra shares her expertise in guiding business leaders through complex challenges such as change management, talent development, and cultural transformation. The discussion highlights the importance of emotional intelligence, accountability, and tailored coaching solutions for executives and teams seeking to enhance productivity, foster innovation, and achieve sustainable growth. Listeners gain actionable insights into leveraging coaching as a proactive tool for leadership development, organizational resilience, and competitive advantage in today’s dynamic business environment. 

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Alan Armijo: Welcome to B2B Synergy, the Power Partners, USA podcast, your exclusive guide to discovering the potential of B2B partnerships. I'm Alan Armijo, owner of Power Partners, USA, business to Business Introduction and Referral Service. Our members are B2B professionals who team up to provide each other repeat referral business or collaboration.
Today's episode shines the light on Tatondra Grant, owner of Tatondra Grant Coaching and Consulting and new Power partner USA member. I've been looking forward to talking to Tatondra about her executive coaching business. I'm excited to talk about her leadership coaching, HR consulting, and personal development services,
 When I met Tatondra, I immediately saw the value her expertise brings to business owners, executives and teams, and know she is a great asset to our power partner, USA membership.
So, welcome Tatondra. How are you doing?
Tatondra Grant: I'm doing well. How are you?
Alan Armijo: Good, good. I've, I've [00:01:00] heard about executive coaching, but this area's a bit unknown to me. Could you explain your services and tell us about your role as executive coach and consultant?
Tatondra Grant: Absolutely. well just a little bit about executive coaching.
Executive coaching is really a professional development process. It's there to help leaders, anyone who's, looking to enhance their performance, self-awareness, have any goals that they wanna attain. So that's really the purpose behind executive coaching. So for myself in my role as an executive coach, basically I serve as a strategic advisor accountability partner.
basically going through,different coaching practices to help the client work, working with them collaboratively to, identify growth opportunities that they may have and any challenges that they may have in creating a plan. To help them [00:02:00] grow from a personal, uh, personal leveland as well as a professional level.
Alan Armijo: I was curious what inspired you to launch your coaching and consulting practice After many years of working in the corporate arena?
Tatondra Grant: really the thing that truly transitioned me to wanna do coaching was because I was partially coaching, in my current role of hr, and I realized that I could have more of a significant impact by focusing exclusively on coaching and developing leaders, helping them transform, and working with, like from an organizational perspective.
Seeing how I could have that impact on a person's growth and UN, because I am very passionate. One of the things about me is I'm very passionate about helping people reach their full potential. So in coaching, it just na. I naturally gravitated towards it and seeing how I can impact their human potential and [00:03:00] give them the support they need to grow.
Alan Armijo: Like, how do you quantify, how do you know that you, got through or helped a client? What, how do you quantify things?
Tatondra Grant: one of the things is they tell you, I think the biggest thing is,how, you've really quantified it, is when they're able to tell you.
I recognize change in myself. They see change in themselves. Their leader sees changes in them. there's always a, a organizational impact too with coaching as well. So when a leader recognizes, oh, they've learned how to communicate better, they're not as emotional, they are more understanding, they're pausing and giving people space to speak.
All of those things are, recognizable behavior. So that's one way you're able to see it.
Alan Armijo: So you work with the executives themselves, but also staff and employees?
Tatondra Grant: Mm-hmm.
Alan Armijo: Yes. A whole teams of course.
Tatondra Grant: Absolutely. Yeah. We work at different levels, so depending on what a organization needs, [00:04:00] that determines what type of services I provide, whether that's individual coaching, one-on-one with an executive, whether it is team coaching, working with numerous individuals, you know, in one department.
It just really depends on the organizational need. and sometimes it's a personal want and the need, like I want to grow. Individually, how can I do this, you know, personally and professionally.
Alan Armijo: Yeah, because they're, they are related, right? Yes, they are. Okay. So, you have several advanced degrees in certifications.
What are they? And, how does your educational background contribute to work? And, does your insight come from a combination of education and, you know, corporate or past work experience?
Tatondra Grant: I would say yes, that it does come with a combination, but I have a MBA,with a concentration in human resource management.
And then I also have a master's degree in executive coaching and consulting. So I would say that both of them have contributed [00:05:00] to me being successful in these areas. From a strategic perspective,it allows me to understand organizations, how they operate, see those different dynamics and know how I can come in and impact that change,or help them along whatever lines it is that they need support in.
I would say that coaching has. It allows you to bring in interventions that aligns with the business goals, so you're able to identify the organizational barriers Teams don't want to change. we've had a lot of transition, you're getting a lot of resistance. So being able to see those work with managers and understanding the language that people are speaking, that's a big piece.
when you're working with different organizations, they all use different language. So being able to utilize that language and understanding, I really see it as bridging the gap between the two. So that probably would be the biggest piece, being able to. [00:06:00] Bridge the gap between the corporate and the personal
Alan Armijo: Right. Because you described your approach as personal, precise, and transformational. Is that kind of what you're getting at? yes.
Tatondra Grant: Very.
Alan Armijo: To sum it up, you know, personal, precise and transformational is what does that mean? Like breaking down those initial barriers and Yeah, being able to identify these transformational.
so when you look at it from a personal, so every coaching engagement we go into, it is very specific and tailored to the individual. Everybody doesn't need the same thing in coaching. So it's really about having that process and understanding who the individual is, what their needs are.
Tatondra Grant: Having that goal, developing that. You know what my approach to coaching is? I do like to come in, talk to everyone who's involved in. A big part of it is we can do an assessment, which, you know, we do the 360 [00:07:00] degree, you know, getting that feedback, doing that, or any type of leadership assessment. Some organizations have their own, we can utilize those.
And then having a goal alignment, knowing that the objectives, the individual wants to obtain are the same objectives for the organization. so the personal and the professional, they really need to align. And then I truly adjust my process based on how. The client responds how they adjust. because you have people who are gonna be very resistant and you have people who are all about, yes, I'm ready to make a change, ready to do it now.
So you really have to adapt your style to that. And then another thing a lot of people may not think about, but it's cultural. So sometimes, you know, culture will have heavy influences on how people react, how they respond. So it's very important to understand those as well.
Alan Armijo: Yeah, let's talk a little bit about that because,and I, I don't know exactly what you mean by cultural, [00:08:00] but is that, individual. cultures, races, or what do you mean by cultural?
Tatondra Grant: It can be individual, racial, personal, it could be ethical, it can be generational. Like those things, like, it's, it's gonna be a completely different coaching experience for someone who, you know, was probably born in, you know, the eighties as opposed to someone who was born, in the thirties.
It is just a different time, a different period. They were raised in, you know, different, During different, you know, years. So their experiences are what make them in addition to, their societal exposure. So it really depends on, when I talk about culture, it really is a broad definition of, it could be a number of things, but it's really about their life experiences versus, you know, their work experiences versus, you know, their growing up as well.
Alan Armijo: how has the whole change in DEI mm-hmm. affected [00:09:00] your business? Or has it, or what's your thoughts on, is this changed anything you do when you go into corporate? Structure versus how you used to or what's the latest?
Tatondra Grant: I think, well, it depends on the organization, first of all.
Because if you have a organization that is really pushing diversity, equity, and inclusion, if that is really their forefront, their motto. Where they wanna push all of their objectives towards. You really have to be mindful about that because it's all about how can we have diverse teams, how can we have diverse groups?
So I won't say it's impacted it as much, it's more about what their overall goal and objective is, because you have some that, that's not a major concern. so it just really depends on the organization,
Alan Armijo: right? it just seems that. like the term woke is thrown around as a pejorative and it's like, [00:10:00] changing, you know, making people change, forcing people to change what they're doing.
Mm-hmm. and, holding contracts against 'em, things like that. Just for the way that they're, they wanna have a certain. You know, diversity, equity, and inclusion. Mm-hmm. I'm, I'm struggling with, with understanding, how that can just happen and why every, you know, do people just adjust or is it you, you see this turning back if you have a new administration?
Tatondra Grant: So I would say it creates a lot of stress. And it creates a lot of more, pressure for leaders. And that's, that probably would be the biggest impact to my business. in that you have more leaders that may be more reserved to speak at. Certain things that they don't necessarily agree with.
So then we're working with how do we help build their confidence in being that type of leader, if that's truly themselves. If they want to present their authentic self to the masses, how do we help [00:11:00] them get there? So from that perspective, I would say absolutely it probably would impact them on that level.
do I think it may change? Absolutely. I think. Anytime you put new leadership in place and they bring their new agendas, their new policies, their new procedures, it's gonna impact. Everyone, whether we wanna agree with it or not, you know, it, it does, it has some level of impact, how it may impact a business.
Who knows? It just really depends on what changes they're bringing to the forefront.
Alan Armijo: Yeah. So you're on the front lines of that, right? I can see. Okay. So,how would you describe your eras of specialization or
how do you differentiate yourself or what do you specialize in? Is there a certain area that you like to focus on?
Tatondra Grant: my. Area is more about leaders emerging leaders, those executives who are truly seeking to make a change. So I will say when people usually come to me, it's because they have ran [00:12:00] outta ideas. they've reached a point where they've hit a wall,and they're looking for something different because their current way of doing business is no longer working or no longer supporting them.
So I don't necessarily have a particular. industry that I work with, 'cause I've worked in a variety of industries more about the individual. So people who are ready to make a change, or even people who are hesitant about a change and they're just looking for that accountability partner. Like, I need support getting here, or I need to build a certain skill.
Those are the individuals who would really benefit from my services.
Alan Armijo: So when you talk about leadership and, and, and coaching in that regard, How does, or does it, your approach or to integrate HR consulting or personal development? Is that, is it as needed or is that part of the structures you, are they, it's all inclusive.
when you talk about leadership, is it all of these other things too that are involved?
Tatondra Grant: so [00:13:00] I would say HR and coaching are, they, while they overlap. In my business, they're a little different. because I think my experience in HR really gives me the upper advantage because I'm able to see from a different perspective.
Like I can see the employee side and I can also see the organization side. So I think it kinda gives me a edge there because I am able to speak in a language that may allow. A more collaborative approach on both ends because I have worked in that space for so long. So, and then also being able to identify trends like when an organization is going through a change management, you know, there's gonna be a massive amount of resistance.
You know, some people are gonna get on board, you know, some aren't. So being able to help support organizations through that process and help them prepare while also supporting leaders because. oftentimes it's not the leaders who don't wanna make the [00:14:00] change, it's the individuals who they are supporting that don't necessarily wanna get on board because it's like, oh, it's another change that's coming or it's something new.
so especially when organizations are going through,mergers and acquisitions, you are throwing a lot of new policies out there. So I would say that's how it really overlaps in my business. but for the most part. Coaching is done separately if anyone has HR services that they would like, you know, from onboarding to helping develop a handbook to,recruiting, talent management, all of those pieces.
But also if they, you know, have leaders who need additional support, like, let's say You've promoted someone into a new role and you wanna help them build the skills to be a more effective leader, like that type of support as well. So it really, they kind of go hand in hand, but for the most part, it's really separate.
Alan Armijo: Okay. Good to know. So, what is something about leadership development or executive coaching [00:15:00] that most people wouldn't expect or think about? what surprises them?
Tatondra Grant: I think a lot of people think when it comes to leadership that is really not about emotion. It is really about emotional regulation.
Like teaching people how to manage their emotions is a high part of being a leader, and I think it's a common misconception that people should keep their emotions out of the workplace, out of the office. It's very hard to do. A lot of times we have challenges because people don't know how to manage their emotions.
So part of coaching is, you know, helping people understand that having that emotional regulation and, managing it on a different level, helps them as well. I would say another thing is that,coaching is not me coming in solving your problem. It is about a collaborative experience.
It's about you working with me to develop. [00:16:00] Your process hit your goals and moving forward. It's very,reflection based. It requires you to do a lot of work. I am not gonna do the work. You have to do the work. You have to be willing to put the time in. You have to be willing to do the homework and make those changes in order for it to be truly successful.
So I think those are like some really common misconceptions that people have.
So. Then the question is, who hires you in the sense that, are you hired by the CEO to help with, say, management dealing with staff? Because it seems like you have to have a win-win for everybody. And like you say, you don't solve their problems, but that means you have to treat everybody, including the employees, listen to them and their issues as well Yes.
Alan Armijo: the leadership,
Tatondra Grant: yeah, absolutely. So I work with a lot of HR personnel when it comes to, you know, getting within an organization. oftentimes [00:17:00] it is HR reaching out. They're like, Hey, I have a person who's currently on a performance improvement plan. We really want to keep this individual.
Can you come and support and help them build the skills they need Develop and become the leader that we need them to be. So a lot of times it is HR reaching out. it is executives reaching out on their own I don't know if you, how often you've heard, but it's very lonely at the top of leadership.
So the higher you get, the less friends you have, the less people you're able to talk to. So we do have a lot of executives to reach out because it is very lonely and they need someone who can support them and listen to them, and also be that confidential ear. and also an accountability partner as well.
So that's a big piece as well of individuals who reach out and support us. there are times where I've had,managers reach out because they really want to be able to promote a person or,help someone build skills to go to the next level. And so it just really depends [00:18:00] on.
Alan Armijo: Where a person is in transition and what the organization needs,what they would reach out for. so sometimes it's a one-on-one consultation. Sometimes it's two or more people then, right?
Tatondra Grant: Yeah. And a lot of times people just reach out on their own. Like the most of my clients that I have, they're individuals who really are focusing on developing personally and professionally.
So. It is not an organization reaching out to me. They're reaching out on their own to say, I would love to, this is, you know, it's typically high people who are very high achievers or people who are looking to, you know, get to the next level. They're like, I've been given feedback that. I don't necessarily agree with, but in order for me to get to the next level, I really need to work on the X, Y, and Z.
So they reach out on their own, they schedule their own and you know, develop their own plan with me to work.
Alan Armijo: you go like, cha-ching, that's a sale. 'cause they already know that they got a problem. Right?
Tatondra Grant: They know what it is. And [00:19:00] sometimes you have clients who don't. Then they come and they're like.
I don't know what I need to do, but I, this is where I want to be.
Alan Armijo: Mm-hmm.
Tatondra Grant: So then we work through that, like, how do we help you get to where you wanna be? that's a big piece of it too.
Alan Armijo: That's good. let's talk about your client makeup. you know, we kind of discussed the types of clients, by title, but,what industries or areas do you work.
Tatondra Grant: the biggest areas I would say, huh? I don't, honestly, I don't have a specific industry because I've worked in sports and entertainment. I worked in education, healthcare, mental health is a big one for me. you know, I will throw this out there. Coaching is not therapy. That's a big misconception.
we are not going to be your therapist, we're going to be your support partner, but it's not the same as therapy. so I do wanna make sure I put that out there. But as far as, other industries, like education is a big one. I have a lot of clients who are, [00:20:00] administrative staff, so we, we. Work through their challenges.
so those are like some industries that I work with consistently, but I'm open to, all industries. I don't really have a, if you're in this industry, don't reach out. Absolutely.
Alan Armijo: Okay. And what is your territory? Is it all in person or do you reach outside of Long Beach?
Tatondra Grant: No, it is all over. So I do in person, for anybody who's local or if any clients want to do, any training, even if it's outside of Long Beach.
I've traveled for engagements before, so if you know you wanna do team building, things of that nature. Onsite, I'm absolutely open to that. So I will travel, but 90% of what I do is virtual and remote, from people all over. I find that remote is easier for a lot of individuals because they can, especially when it comes to scheduling.
It's a matter of, you know, letting me get on your calendar and [00:21:00] working at a time that works best for you. Very accommodating schedule wise. So it really is more about what the client needs. Now for HR services, that's a little different because sometimes, HR consulting services, it requires that I come on site, do a needs analysis, we go through, you know, a process and actually identify what the organization needs as a whole.
So those services can be a combination as well, but it's a little bit more of a lengthier timeframe.
Alan Armijo: Right. okay. So, just outta curiosity, like, you know, I would assume HR has its regulations, like, you know, certain rules that all companies have to abide by, but what about leadership training? Is that kind of more open and freewheeling for you?
Tatondra Grant: Is it depends on, so that really depends on the organization. So if an organization needs a specific type of training, if it's something that I do, I will absolutely support them. But if not, I have people who I [00:22:00] can absolutely refer them to. So, I have a lot of HR people who also work in the same space, who we refer individuals to, depending on a specialty.
absolutely. It just really depends.
Alan Armijo: Okay. Are there any specific success stories or examples you'd like to share that illustrate the impact of your coaching or consulting work?
Tatondra Grant: sure. We can talk about a client who gave me permission. I wanna throw that out there. Okay.I had to ask, you know, I don't wanna just share people's business without,
Alan Armijo: yeah.
Tatondra Grant: Giving their permission. but I previously worked with a leader who was in retail. she was a store manager and she had been in her role, so she started out, in a sales role and was promoted to a manager role. but about. She had worked in that role for 10 years as a manager, and then she was promoted to a regional.
And with regional [00:23:00] comes a little bit higher level of responsibility. but she was really struggling with imposter syndrome because she truly didn't feel that she deserved it. She struggled with, you know. Having that confidence that she needed to continue to grow and develop. And so once she got promoted, her, being a high achiever kind of tanked a little.
It went down gradually because she just didn't have that same level of confidence. So one of the things we did working together was how can we help build her confidence? How can we help her develop and how can we help her realize that she's not. An imposter because she worked her way through the process and helping her identify, you know, what was holding her back was key.
a lot of it was, you know, a lot of negative self-talk, a lot of things that other individuals around her were saying. And, you know, she was the first female in her organization to ever be promoted to a regional so. You know that having that as an additional weight, but [00:24:00] helping her transition through and understand that, you know, no, she deserves a seat at the table and building that confidence around it, was a, a big piece of helping her be successful.
And, you know, we still meet once every six months just to do a check-in, you know, to see how she's doing, how she's trending, and, you know, things are much better. so I would say that's probably the greatest success.
Alan Armijo: And that's just because of your, well, a coach is a motivator. Coach is
a teacher. I would say there's a lot of therapy even though it's not therapy. just the psychology of it. Right. there's a lot of aspects that you cover. It sounds like in getting a person to go from say, like, you know, that imposter syndrome or thinking negatively about themselves to switch.
Tatondra Grant: Absolutely. That's Turn it around. Mm-hmm.
Alan Armijo: Good, good. All right, so lemme remind everybody that Power Partners USA is a B2B introduction service. We introduce business professionals to each other who can [00:25:00] provide each other repeat leads and referrals, or do business collaboration.
We are targeting this podcast to your Power Partners, to bring you more repeat referral business. who are your Power Partners?
Tatondra Grant: I see you
Alan Armijo: mentioned recruiters, staffing agencies.
Tatondra Grant: Mm-hmm. Definitely anyone who's in the HR field, any management consultants or business advisors. So anybody who's going in, dealing with, strategies and see that there are some leadership or cultural barriers that may prevent success in the organization, those would be really good, partners.
and then also, any. Like, I would say legal as well, because a lot of times when legal is involved, there are mergers, acquisitions, especially when it's family businesses. you have those dynamics. that would be a good, business partner. but I would say those would probably be my top ones.
Alan Armijo: what is your association with healthcare? How does that tie in?
Tatondra Grant: in healthcare? I've worked in healthcare [00:26:00] with.actually nurses. So that's the, I would say that's probably my biggest area with nurses in helping them. But it's because of burnout and how to transition that back. So, you know,especially traveling nurses, that's a big, that's a big one for me.
Mm-hmm. individuals who are going from place to place to place, but they're managing Their own schedules, their own business. But, you know, having to go and, and I guess the biggest thing is the industry, because there's such a high need. So that high need for nurses everywhere and being a traveling nurse is a lot of, pressure and stress.
It can be. So, working in that area,outside of nurses, I really haven't worked with a lot of other parts of healthcare. Except for in mental health, now that's a whole different situation because that's working with individuals who are, therapists, and then also,administration in mental health.
So that's a little different from the typical [00:27:00] like day-to-day healthcare.
Alan Armijo: Right. and that's good to know because, you know, I've been, getting involved with Arlene who's, one of our Power Partners who.has a nursing registry and I volunteer myself at, long Beach Memorial and I talk to a lot of nurses there and, you know, kind of understand what you're saying about burnout and mm-hmm.
A lot of issues. they seem to enjoy their job though for the most part. I get along with each other.
Tatondra Grant: Mm. They do. But sometimes, you know, they struggle with saying no. That's a big thing you see with nurses because it is a very high demand job, and it's a very high need job. Part of the thing about nurses is they're very empathetic. You get a group of people who really love and really care for people and they don't wanna see, a hospital be without a nurse or down a nurse, because then that impacts poor quality, it impacts so many things. And so it's really teaching them that it's okay to have that self-care.
It's okay to say no, it's okay to put up those boundaries. so it's a big piece. [00:28:00] Yeah.
Alan Armijo: That's great. Good to know. Let's see. what type of referrals or leads do you think you can offer to Power Partners that you've met so far or know about?
Tatondra Grant: So far,I've reached out to a couple individuals who I would love to partner with on some things, but I think the biggest thing for me is actually finding how I can support the team.
I think as I learn more about what industries we have, I would love to be able to be a. Referral service as well. one of the things I have done so far is legal because a lot of what I do,on the HR side is very supportive,of legal because, you know, A lot of my clients, need people to.
Go over documents that they've drafted and things along those lines. So definitely anyone in the legal space, that's where I've been able to refer the most business, because that's what I've dealt with the most right now.
Alan Armijo: so in talking with people, you know that they need an attorney or that need mm-hmm.
something [00:29:00] regarding legal documentation, right?
Tatondra Grant: Mm-hmm. Especially as I work with other entrepreneurs who are, you know. New in their business as well and trying to help them find out, you know, what type of support they need. that's been the biggest one so far. Definitely.
Alan Armijo: Okay.and then what should we be like, how would you say that we should qualify prospects for you?
I mean, I guess one of the ways I ask this is like, what are the words, phrases, and conditions that we should, listen for? When we hear people talking about their need for leadership coaching or your services.
Tatondra Grant: So I would say anybody who is struggling, with managing performance issues especially, they'll be like, oh, I don't know how to get this person to listen, or, I don't know what we should do to help.
So and so, like, those are really good phrases I would say would be good ones to help. It, you know, be able to refer individuals to me. [00:30:00] or, you know, we are working on, transitioning or developing or adding a new, you know, business line. definitely when it comes to transitions or changes, those would be.
Words too, to support. especially if people are like, oh, I am very overwhelmed. I don't want, I don't know what to do next. My team isn't getting along. Those are also things that I would be really good in supporting. and I'm trying to think if there's anything else. How,
Alan Armijo: how is,the, work from home affected, you know, how you deal with teams and.
Performance issues like that because they're, they're not even interacting all the time in person. Is that a thing?
Tatondra Grant: You would be amazed that they have just as many issues. Honestly, one of the biggest one is, communication and accountability. because people are not in the office, it's very difficult at times to get ahold of other,workers.
people [00:31:00] aren't necessarily always as productive when they're on their own time. They're doing things that may not necessarily be for the organizations. I do see a lot of issues in that area. So it's about how can we support and make sure people are on task doing their jobs. on the flip side of that is when people are working from home, we've noticed leaders have become a little bit more micromanaging because they're trying to make sure people are, on task and,doing what needs to be done for the sake of the organization.
So. I would love to say it's just a one way, but it's not, it just really depends on the organization, what has to be done. but it has shifted,a lot and especially when it comes to,autonomy as well. people are more in control of what they do from home. So it does give some leaders a little bit more.
Air of confidence and, excitement, especially if things are being done, but when they're not being done you really see that negative impact on it.
Alan Armijo: I, and I guess that's, you know, is the [00:32:00] work getting done or not is a key element of mm-hmm. Finding there's a problem maybe, mm-hmm. Is that, like, is that the trigger for.
You to come in because the work's not getting done.
Tatondra Grant: Usually people call me when they say, oh, we have a person who's not performing, like they're, we see they're logged in. We see they're doing all of these things, but they're not getting anything done to the level that they were in the office.
Alan Armijo: So then it's how do we come in and have a conversation to understand what's really happening? Like how do we set those goals? Like even though. Home, you know, what next steps look like. So, so that's a big piece of when I am brought Mm-hmm. So is your work always kind of after there's a problem or do you have any like preventative things that you do for companies?
Tatondra Grant: Unfortunately, it's mostly, after there's a problem. But I do like to work with people to be a little bit more proactive. Especially when you know you're about to have change, [00:33:00] that's a good time to get a coach involved.
Alan Armijo: Mm-hmm.
Tatondra Grant: Especially when you know, you're about to go through, let's say you're about to do, Organizational restructuring, you're about to change some things. You're about to have leadership transitions. you're about to promote someone into a new role and you're gonna, you want to be proactive in helping them be successful. Absolutely. when new initiatives are coming out, that would be a great time to involve a coach even around like, how are we communicating this initiative?
What, where, what may some of the hiccups be? So yes, absolutely. There are ways you can be proactive.
Alan Armijo: Yeah. I always wondered like, some people seem like they're very good interviewers and then they get on the job, their whole attitude changes. You know, like, how does one. You know, to find that out.
Like is there, is it even possible to, to predict?
Tatondra Grant: I think everybody tries to [00:34:00] put forth their best face in an interview. Like that note, you really aren't gonna find a lot of people who just come in and just interview and not give it their all because they're there for one reason to get a job. So you may have to be very mindful of listening to what they're not saying in the interview process to better understand if this person is gonna be the best fit for the role
I worked with a client before who always only wanted to do just standard interview questions. They really didn't dig deeper, but she was wondering why they were constantly having high turnover. She just wasn't asking the right questions. You really wanna do a combination of questions when you're asking, you wanna ask behavioral questions, you wanna know how a person's gonna react if a client blows up in their face and cusses them out.
you really wanna know how that person's gonna react,versus them being put in a situation and not knowing how to react or react in a way [00:35:00] that you would not prefer. So, That's a big piece. I say when you're interviewing,
Yes, I remember we had to go through her whole process and change the way we were interviewing because she wanted to know why she kept losing people after 90 days, and that's because she wasn't being transparent in the interview about what the job really entailed. So I think you have to look at it from both sides of the spectrum as a person coming in and also a person who is currently in the organization.
Alan Armijo: Oh, okay. maybe there's a question about me. Why? It's like I'm a good interviewer. I don't necessarily last that's, but,I've had my own business for so long that you kind of, you know, is that true? Is like, you know, like some people just need to be on their own, not part of a team or part of the corporate world.
Right.
Tatondra Grant: There that could be true. I think it's about the individual too though, and what they have to bring to the table. Some people work better alone, but we are [00:36:00] not, you know, we are individuals who are,Connected, so we do need people. Mm-hmm. It just how does a person who likes to work alone work with someone else?
Like it's about finding those ways and then also helping people through it because none of us can do every single thing by ourselves all of the time. 'cause that leads to burnout, that leads to things not getting done that leads to, you know, the ball being dropped in so many other areas. So it just really depends.
Alan Armijo: Well, like you said, it's generational. I mean, you know, in the sense that you, you know, there's generational that some people never changed their ways, but like in my case, I've learned from mistakes. So I don't make the same mistakes I did when I did in my twenties and thirties. Mm-hmm. you know, I avoid those situations that I got into or maybe brought on.
would you agree that like their, kind of their personality at, at some point in their life determines why things happen? [00:37:00]
Tatondra Grant: I agree. I think so, yes. But I also feel like people go through different phases of personality.
Alan Armijo: Mm-hmm.
Tatondra Grant: So who you were at 15 is not the same person as who you are at 35.
Like we all go through changes, we all transition. Predictive index is a type of assessment that, you know, you do,especially organizations do when it comes to work related to ensure that like a person fits a specific job or how well they will excel in a job, basically. Right? But according to predictive Index, you are truly defined who you are between the ages of 19 to 23.
So by 23. That's who you are as a person. But it doesn't take into consideration like, what if I have a traumatic event that happens in my life, or what if something else happens to me even though I'm 23 and something happens to me at the age of 30, how I am might change. So we can't always say that it's gonna be the same all the time.
It changes [00:38:00] just depending on what our life experiences are.
Alan Armijo: So what are you seeing as, leadership traits that are successful for, executives? what do they have in common,
Tatondra Grant: leadership traits that are, you said
Alan Armijo: that, are in common for successful leaders? Like what do they say or do?
Tatondra Grant: people who are successful leaders are really ones who are willing to listen.and not. Try to always impose their thoughts on everyone else. So I find people who are very successful in leadership have the ability to lead and not be afraid of leading. that's a big key there.
Having that confidence and the desire to want to be a leader. some other traits I would say that I've seen in really successful leaders are, leaders who are not afraid to accept feedback. It is very hard when we get feedback, especially feedback we don't like, but being [00:39:00] able to accept it, whether you agree or disagree, those are some really good traits that leaders have that I'm seeing.
Alan Armijo: how much of. Successful leadership is their personality, like, are they easy, you know, kind of easygoing, fun to be witharound?
Tatondra Grant: I think it depends on the type of leader. So I will say you attract the type of people around you. Based on your personality. So different types of personalities are gonna attract different type of people.
If I'm an introvert, but I am able to get the job done and do what I do, I'm gonna attract other people who are very similar to me who like to do the same thing. If I'm a data person, I'm working with people who are dealing with numbers like you. You attract like-minded people. From a personality perspective, it really depends on how you give it off and what you're trying to attract, because that's what you're gonna get.
Alan Armijo: And then how much of technical know-how is important on a [00:40:00] leader?
Tatondra Grant: I'm gonna be honest. I'm gonna say I don't know that. You need a lot as a leader because it really depends on who you're leading and what type of team is supporting you. And I say that because a lot of what I have seen, and this is just based on what I've seen, I have seen a lot of leaders, for example, you talk about technical.
Let's talk about like Excel for a second. Are you really good with Excel? I have seen a lot of very successful people who. Use Excel in the day to day that suck at using, they have no experience using it, but they have a team of individuals who can create whatever they need. Yeah. So I use that as an example because I have a leader who's really good at using Excel.
but it's not necessarily a skill that is necessary at his level. Does that make sense what I'm saying? So I think it just really depends on the individual and the team that is supporting the individual.
Alan Armijo: Yeah. Yeah. So, yeah, I was [00:41:00] just, curious 'cause you know, I, I've seen people start up companies and I see like, the common trait I see is like, yes, this, this, this person can talk to everybody.
He can talk on the business side. he can talk to staff and employees and you know. At the same time has technical know-how, because maybe it's his company. And this is more in the IT spaces I've seen. And, I, I've noticed it because, you know, a lot of, and, and that's just pure technology. I'm not talking about healthcare or anything like that, but I probably still relates.
But, just, you know, in my own experience, it's like, yeah, I can see why it's successful because a, yeah. He's easygoing, you know, able to get along with people, and he has technical knowhow, so I was just seeing if that was a problem.
Tatondra Grant: I think it depends when you're talking about an entrepreneur versus someone in a corporation, right?
Alan Armijo: Mm-hmm.
Tatondra Grant: I think those are two different things, like
Alan Armijo: okay,
Tatondra Grant: because when you're growing in [00:42:00] a. I've seen it where people have started at the bottom of organization and risen all the way to the top. They can tell you how to do every single job along the way, right?
Alan Armijo: Mm-hmm.
Tatondra Grant: then I've also seen it where people come into an organization, but they bring such a unique and different skillset.
They're able to lead a team just as effectively. Now when we're talking about a person running their own business, that's a completely different category in my mind, because they started a business. So they started it because of what they knew, what they developed, probably something they created. When you talk about, especially in technology, you creating your own program that's completely different from someone who's coming in and just running someone else's program.
So I think
Alan Armijo: right.
Tatondra Grant: I get what you're saying and I understand completely, but I really,
Alan Armijo: on, I get what you're saying too, 'cause I've seen, like in this corporate world's, like how did this CEO get this job? You know, how did this person get that job? It's like, doesn't make any sense. Mm-hmm. What advice would [00:43:00] you give to business owners or executives who are unsure if coaching is right for them or their team?
Tatondra Grant: Okay, so I think the first thing I would tell them is to start with like an introductory call. To understand exactly what it is that coaching is so they can have an opportunity to express their areas of concern, but also give feedback on like, okay, well I see these are some areas that I would work with you in, um, and allow them to truly understand the full scope of coaching.
Um, another thing I would do is explain what coaching is and what coaching isn't. Um. A lot of people are very hesitant when it, when you talk about transitioning to coaching, because they don't realize that it's not the coach doing all the work. It's actually a collaborative partnership. So helping them understand that coaching is going [00:44:00] to be there to help them create goals, grow, have that accountability, um, and then also.
Help them understand that coaching isn't therapy. I think a lot of people get the, get the two confused. While a coach is, they're in kind of a therapeutic nature and that I'm listening to everything you're bringing to the table. Um, you know, having a dialogue with you, talking it through. We're helping to identify some of your triggers at times or things, um, from that emotional level.
Also helping to work through that and helping them understand that. And then I wanna say probably the biggest thing about when a person is un unsure about coaching is helping them understand their return on investment. Like when you take the time to invest in coaching, it improves so many things, um, with, from an organizational perspective.
So, um, there's higher employee engagement. Better decision making [00:45:00] from a leader. Um, they have a stronger team performance. Um, that, so it, it has a lot of good, um, benefits that come back to the organization.
Alan Armijo: How, um, how do you structure your costs for your services?
Tatondra Grant: So my services are, uh, it depends on the client. So if they go to, if you go to my webpage, you'll see I have it broken out depending on what type of services a person needs, um, if it's just one-on-one coaching or if they're seeking personal development or if they want HR consulting services or if they're seeking leadership services, like for their team or individual.
Um, it just really would depend based on what. The client needs, or you know, the organization needs.
So we can do, you know, um. A three month engagement, a six month engagement.
It really depends on the client and what their goal is to achieve.
So, [00:46:00] and all of my packages are competitive, right. With the market. So it just really depends.
Alan Armijo: what's the best way for potential clients to reach out to you to start the process?
Tatondra Grant: They can con contact me by going to my webpage. They can go to tandra grant coaching.com, or they can send an email to [email protected]. Those are the best ways to get in contact with me.
Um, they can send a chat from the webpage as well, and it'll, they'll get a response as well.
Alan Armijo: Do, do you have any, um, or by any chance, do you have any checklists or reference guys that you, that might be helpful to prospective clients in working with you?
Tatondra Grant: I don't have any specific checklists or reference guys, but if they go on and book a free call, we can talk through like things for them if that, if that works for the client.
Otherwise, they could email me and I can send something back if they have any particular questions.
Alan Armijo: Okay.
Tatondra Grant: It's [00:47:00] just about coaching and. What it is, all of that, I, I'm happy to respond to those as well.
Alan Armijo: For anyone wanting to know more about executive coaching, what are the three most important things that they should remember or take away?
Tatondra Grant: Ooh. Um, I would say the biggest three takeaways from coaching. Hmm. That coaching is not. Um, work done by the coach that a person has to be willing and ready and able to do the job, to get it, to get to the next level. Like that is the biggest part. Coaching is not effective if a person isn't willing to take the time and actually, you know, put in the effort to do.
To do it, to make the change. I would say that's probably the biggest one. Um, the second thing, [00:48:00] uh, is that coaching takes time. It isn't a quick fix. It isn't going to, you're not gonna have a coaching session today and be a change person tomorrow. It is a, it is a process. We develop new habits every day. Um, the more you practice at it, the greater you'll get.
So whatever skill it is you wanna learn, whatever your goal may be, the more you practice at it, um, that's. You know, you, you have to put in the work. I hate to say it like that, but that's the truth. Um, and then also that the biggest thing I really want people also to remember coaching is not therapy. Um, it's not going to focus on, you know, the past of your life.
We are really focused on the mo this moment in the present, you. So that is the biggest piece we really want you to understand. Like what you do now is going to impact how you continue to be in the future.
Alan Armijo: Yeah. I think, [00:49:00] um, from what I've been listening to you, the, the, the term coaching is actually very appropriate because you're coaching and the, the, you're not the player, the player's, the player, you're the coach.
Tatondra Grant: Mm-hmm.
Alan Armijo: The player has to do the job.
Tatondra Grant: Mm-hmm.
Alan Armijo: Player has to perform.
Tatondra Grant: I would agree with you there.
Alan Armijo: That's, I like that. I like that. Let see how coaching really applies.I guess the last question would be, um, is there anything else that we forgot or you would like to mention?
Tatondra Grant: Hmm.
Alan Armijo: We covered a lot, didn't we?
Tatondra Grant: We did. We covered a lot. Yeah. I guess I, I'll say like, coaching has a tremendous reward. Like, you know, a lot of people don't realize the impacts on coaching. Because they only think it's from an organizational perspective, but it's truly a personal development tool as well.
Um, we often talk about coaching in, you know. The organization reaches out the [00:50:00] organization, you know, wants to see this person be successful. But coaching is also about that personal development, um, and building those skills, you know, to continue to grow and develop and learning tools to continue to utilize in the future.
So, um, I just really want people to, to know that.
Alan Armijo: Good, good. Well, I learned a lot about you and your services. Um. I'm glad I cold called you and you picked up and we established a conversation. um, like as I said in the beginning, my job is to help explain your business to other Power Partners as efficiently as possible.
Uh, but I also have to learn myself and like I said, I didn't know anything about executive coaching myself, so this has been very enlightening. Very helpful to what we're trying to do at Power Partners. And there's, there's, you know, I already have ideas to follow up on based on this and, um, what to keep my ear open for.
And, uh, [00:51:00] you know, we're looking forward to you moderating our event next week. Yeah, you're super exciting. The perfect person for it, I'd say. So, uh, that there's all the, all those good things. So, um, thank you for your time today. Thank you. Uh, really appreciated talking with you. Enjoyed
Tatondra Grant: likewise.
Alan Armijo: Okay. You have a good one, Alan.
Thank you. You too. Bye-bye. Bye.
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