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Dr. Chuck Berke, a nationally recognized and highly acclaimed executive leadership coach and mentor, has worked with executive leaders in the C-suite of Fortune 100 companies such as GE, Johnson & Johnson, Pepsi, and Merck for more than two decades. A former Executive Director of a not-for-profit and successful business leader, Chuck possesses insights and broad global experience which he leverages to help his client’s grow quickly. His coaching regimen is about investing in practical action to foster personal development and leadership skills. His disciples have consistently accelerated their career success and achieved their personal and business goals. Owner and principal of Berke Associates for the past 20 years, Chuck holds a PhD and MA from Fielding Graduate University, an MA in Marriage and Family Therapy from Fairfield University, as well as a BA from the University of Maryland, where he was captain of the swim team. He is a member of the International Coaching Federation and the American Association of Marriage and Family Therapy. A native of Connecticut, he and his wife currently live in Fairfield, Connecticut.

Chuck Berke

Winter 2020 - CTDO Magazine

Listen to two executives' perspectives on how to invest in high-potential employees.

High Potentials Are Worth the Investment

Developing Employee Resilience Through Coaching

None of us is or can be at 100 percent at all times. How do we prepare for what we can’t anticipate?

Anticipating Inflection Points and the Vapor Trail

We don’t have to explain how difficult and unrelenting the demands on employees have become. In this session you will learn about how coaching can help individuals, teams, and enterprises build resiliency to avoid or alleviate burnout.
We will be presenting Dr. Auger’s research-based MBOI (Making the Best of It) Coaching model. This model has many potential uses and applications, but we will be focusing on how it can be used to coach people through prolonged bouts of stress.
The MBOI Coaching model is an elegant and practical helping process that new or experienced coaches can add to their repertoires. Fitting into the ICF model of coaching, MBOI practitioners work with the coaching client’s capacity to access their strengths in a way that allows the client to refocus on and find joy in their work.
We will examine the differences between burnout and depression and the effects burnout can have on those who are experiencing it and those they work with and for. This concept is known as emotional contagion. The MBOI Coaching model has a systemic bent and application.
You will learn:

what happens in the five stages of the MBOI process—encountering, coming home, pathfinding, moving on, and revisiting—and how to navigate each stage
how to coach employees to transition from one stage to another and when
how to help clients become more self-reflective and solution focused
how to help clients become more flexible in their thinking and understanding of meaning. 


Coaches understand that many top performers are committed and dedicated to their work but pay little attention to their careers. Coaching these employees around focusing on and developing their careers, then, not only benefits them but their organizations.
These high performers are also often reluctant to self-promote, which can lead to a lack of recognition for all they accomplish and contribute. Organizations want their best people to rise through the ranks, but it isn’t always easy to identify them if they don’t know how to get noticed.
This webcast will cover stories from High Potentials’ Boot Camp: The Ultimate Playbook for Winning at Work to demonstrate how, by leveraging a few simple career development strategies, coaches can encourage clients to make even more substantial contributions to their enterprises without feeling as if they are playing a political game or have no integrity.
Attendees will learn how to:

Coach those who do great work and never mention it.
Guide those who allow others to minimize their contributions.
Encourage those who feel challenged by specific career-limiting behaviors and attitudes.
Lead those who need to focus on career development and promotion.
Mentor those who don’t understand that developing their careers is part of their job.
Help leaders recognize talent who may be “flying below the radar.”


If Your  Career Were a Houseplant, It Might Be Dead by Now

Leaders in today’s business environment have myriad responsibilities, and they are expected to fill many different roles. One of those roles is to develop their direct reports—including their successor. This key job responsibility can become an afterthought for busy leaders. In fact, it can end up being no thought at all. In this session, we will focus on how adding coaching to a leader’s repertoire can benefit the leader and their organization. This is not meant to suggest that leaders should forget everything they already know; on the contrary, there will always be times and situations that require leaders to direct and decide. Broadening a leader’s repertoire of behaviors simply allows them to respond appropriately in more circumstances.
Coaching is not about technique, but it does have a rhythm and cadence. This session will walk you through what an actual coaching session looks and sounds like. We will offer a number of examples of actual coaching interchanges to demonstrate how coaching can lead to breakthroughs in growth and development.
In this webcast, you will discover how to use coaching to help your best people get the most out of their talent. You will learn:

how to listen and observe with your entire being
how to meet people where they are
how to ask coaching questions
the importance of silence
how to use metaphor to get people unstuck
how to get people to think for themselves
how to assist people in creating a feedback loop.


How Leaders Use Coaching to Develop Their Talented Employees

There are a number of characteristics I encounter on a regular basis when working with high potentials. Individuals often become high potentials because of their outstanding job performance and technical/subject matter expertise. High potentials represent the most optimistic possibilities for their company’s future—which is why investing in their development is so important. However, high potentials sometimes neglect their career development and people orchestration skills, and rely too heavily on their job skills. This webcast will focus on working with this key group of employees to ensure they grow into future leaders in a way that’s commensurate with their potential and ability.
In this webcast, you will learn how to work more effectively with high potentials around the following skills:

listening
time management
career management
reputation/brand management
patience
making and sustaining personal and professional change.


Best Practices for Coaching High-Potential Employees

Using questions is one of the most important skills for solving problems and conundrums.

Have Questions? Use the Stop and Think Approach

Tired of leaders who look to you to fix diversity and inclusion with training? Join us as we give you a peek in the box at easy-to-scale and implement tech that has disrupted the diversity and inclusion L&D space. Find out how it puts the business of belonging in the hands of every employee by decentralizing access, focus, and control of content. See elements embedded in the tech that create real learning and lasting behavior change. Check out real-time data that allows you to scale best practices, get ahead of retention issues and create a culture of belonging where everyone can thrive.
During webinar you will learn::

The power of inclusion nudges to drive behavior change
Types of behavior-based people powered predictive data
How to leverage tech that people use all day long as a tool to increase inclusion and belonging
 


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