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    Measurable Results Begins with Executive Coaching

    Measurable Results Begins with Executive CoachingMeasurable Results Begins with Executive CoachingMeasurable Results Begins with Executive CoachingMeasurable Results Begins with Executive Coaching

    Measurable Results Begins with Executive Coaching

    Measurable Results Begins with Executive CoachingMeasurable Results Begins with Executive CoachingMeasurable Results Begins with Executive CoachingMeasurable Results Begins with Executive Coaching

    Measurement-Driven Improvements

    What gets measured gets done, and choosing what gets done should be determined through measurement of those who know best about your business...your people.


    SynchroMetrica helps you to drive change through measurement. Because change always begins and ends with leadership, a core offering is executive coaching. But our coaching is backed up by a measurable process.


    No lasting change happens without employees being on board, which is why SynchroMetrica helps organizations to leverage the power of their employees' experience to drive improvement.


    SynchroMetrica offers a holistic approach to improving organizations, through leaders, charged by strategic measurement, supported by employee surveys, and grounded by solid measurement processes.

    Learn More

    Who We Are

    Our Vision

    Our Leadership

    Our Expertise

    At SynchroMetrica, our vision is to create a virtuous cycle of empowerment for our global clients by helping them to align leaders, strategy and employees that have measurable results.

    Our Expertise

    Our Leadership

    Our Expertise

    Leverage our deep expertise in designing measurement systems and programs to drive effective change and improvement. We begin with executive coaching to clarify objectives, then create a measurement system for gauging improvement for your leaders, your strategy, your teams and your employees.

    Our Leadership

    Our Leadership

    Our Leadership

    Our team is led by Brent Ruge, who has a Ph.D. in Business Management from the State University of New York at Albany. Brent has lived on three continents, six countries, and four US states. He was the former Managing Director and Country Head for Towers Watson. He has also been an executive coach for the Center for Creative Leadership since 2012 and a trained executive coach with Vistage.

    Where should we begin if we want to drive change?

    Begin with leaders, get your strategy straight, align your people, then get feedback on the results so leaders know the next steps.

    • Executive Coaching: Assessment, exploration, root cause analysis, support, challenge, goal setting, and follow-up


    • 360-Degree Survey: Uncover leadership strengths, opportunities, and blind spots that can be used to set leadership goals


    • Goal Sharing: Share your leadership goals with your accountability partners to ensure that you'll make progress


    • Goal Attainment Reporting: Receive practical feedback from your accountability partners on progress toward fulfilling your goals


    • Strategy Synchronization: Measure differences in areas of strategic focus to ensure that your strategy is being fulfilled.


    • Employee Experience Surveys: Gain an understanding on what drives engagement and retention within your team. Includes everything needed to design a customized survey, set it up online, develop communications, collect survey responses, analyze and report insights, present interactively to your senior management team, set up action planning, and train your managers on how to drive change.


    • Employee Lifecycle Surveys: Engage and Retain your employees at every stage of their lifecycle (i.e., recruitment, application, hiring, onboarding, chronological employment events, performance management, training, promotion, and exit).

    • High Performers: High performing leaders are the life blood of every organization. They know what needs to be done and how to do it. But they aren't always aware of how their desire to win works with peers and subordinates. Coaching an also inputs on how to improve on what's already good or uncover blind spots needing attention.


    • High Potentials: These are employees that may not have position power, but ones that are expected to move up fast because of their potential. Coaching can help to map out where they want to go, how they are going to get there, and an understanding of the behaviors required to make them successful.


    • Recently Promoted: Many leaders have been exceptional individual contributors, but have never had to lead others, which requires a unique set of leadership skills. Coaching can help them to uncover their assumptions and tap new leadership skills to make their transition successful.


    • Newly Hired: Leaders coming from outside of an organization must quickly learn not only their jobs, but also about the leadership environment, the strategy, their team, and their boss. Coaching can help them to explore and better understand what's required within their new environment.


    • Leaders of Culture Change: Some leaders find themselves in a culture that isn't working for the organization and needs to be changed. Coaching can help them to uncover underlying assumptions and how to change them.


    • Internal Influencers: Some employees have a knack for influencing others beyond their immediate team. These influencers can have a huge effect on engaging or disengaging those around them. Coaching can help internal influencers to have a positive effect on those around them, and to leverage those relationships toward a brighter career as a leader.


    • Struggling: Some leaders are strong contributors to the business, but have ineffective leadership styles to fit their teams. Such leaders can benefit from coaching by finding ways to manage those upon whom their success depends...their employees.

    SynchroMetrica's Coaching Principles and Process

    COACHING PRINCIPLES

    COACHING PRINCIPLES

    COACHING PRINCIPLES

    SynchroMetrica approaches each leader and their situation as unique, yet there are principles that apply to any executive coaching relationship: 


    • Trust: All relationships begin and end with trust, so all aspects of coaching depend on trust to make progress. 
    • Assessment: Each leader has unique talents and growth opportunities, and each operates in a unique environment. Proper assessment of the leader within the unique situation is key to improving.
    • Support: In order to build trust, leaders need to feel supported. Improvement cannot occur unless there is an understanding of what time and resources are required for success
    • Challenge: A coach should act as a mirror to help leaders see their blind spots, to uncover underlying issues, and to make them think differently about their challenges.
    • Measurement: Coaching isn't just a conversation, it's a measurable improvement process. Coaching clarifies priorities and determines attainment through measurement.

    COACHING PROCESS

    COACHING PRINCIPLES

    COACHING PRINCIPLES

    The executive coaching process is simple yet powerful. It relies on connecting the leader's results to stakeholders through sound measurement to assure progress on goals.


    • Book a coaching session: Use the booking section below to align our calendars.
    • 360-Degree Survey: A 360-degree survey provides valuable information for assessing the leader's strength and opportunity areas, and for setting improvement goals. A 360 is recommended, but can be skipped until after the initial sessions have been completed.
    • Coaching Session: Explore with your coach about current business challenges, dig deeper to determine root causes, get challenged to think of issues differently, determine what is needed for progress, and set goals for future changes.
    • Sharing Goals: Research shows that when goals are shared with accountability partners are 4-5 times more likely to be achieved. Goals that are identified during the coaching session are shared with stakeholders.
    • Measurement of Goal Attainment: All goals are assessed by stakeholders so the leader can be sure that changes have had the desired effect.

    Examples of Our Industry Experience

    Contact Us

    Serving Global Clients

    SynchroMetrica

    74856 Vía Royale Indian Wells CA 92210, US

    +1 (805) 558-6511

    Hours

    Open today

    09:00 am – 05:00 pm

    Drop us a line!

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