To coach managers in the development of their people management/coaching skills to enhance and increase their performance, the performance of their employees and overall organizational performance.

Coaching is a one-on-one process and a relationship between an individual and a coach, with specific objectives and goals focused on developing potential, improving relationships and enhancing performance.

"A coach is someone who tells you what you don't want to hear, who has you see what you don't want to see, so you can be who you have always known you could be." Tom Landry

Coaching can occur in any organizational situation where there is an opportunity for managers to increase/enhance their performance, improve their leadership effectiveness or enhance their professional development. Coaching assumes a positive impact on the individual as well as on the organization and its desired results. Typical coaching situations include: developing personal and organizational leadership skills, enhancing interpersonal skills, fostering and developing others, preparing for promotion, overcoming a career setback, processing 360-degree feedback, or organizational transitions.

"What I’ve learned as I’ve interacted with leaders is that while they have already accomplished so much, the 80/20 rule still applies. Eighty percent of the challenges in organizations are people-related." Linda Miller, Master Executive Coach

Whatever the coaching conversation covers, it is usually a “just in time” discussion with immediate application and relevance. And, when leaders then in turn have this kind of conversation with their people, value and care are communicated.

Coaches have skills and insight to help leaders look within for answers and to come up with their own solutions. This is very different from counseling or consulting. When leaders experience a strong coaching relationship, they see the value of collaborative, meaningful conversations, and they can apply this with their teams.

• Create an environment in which people see themselves clearly. They do this by listening, asking focused questions, reflecting back, challenging and acknowledging the client.
• Assist the client in understanding how to grow and thrive by championing, advocating and standing for the client’s best self.
• Have the client set an agenda so that the client is pulled forward (rather than requiring a push!).
• Asks for more intentional thought, action and behavior changes than the client would have asked of him or herself.
• Injects just the right amount of dynamic tension in a client’s life to compel the client to want to take action and effect positive change.

"Simply put, a coach moves a client from where they are today to where they want to be tomorrow."

Shannon R. Rios, M.S., LMFT has spent the last 15 years assisting organizations in developing their most important asset, their employees. She has achieved this through her positions of HR Manager, Organizational Development Consultant, Training Manager and Executive/Leadership Coach. Shannon’s passion is assisting employees to achieve their highest potential in work and life. She is deeply respected and trusted by her clients. She is known for her ability to coach individuals and organizations to perform at their highest potential.

Shannon earned her B.S. in Industrial Psychology from Concordia University Wisconsin, Mequon, WI. She also holds a Masters Degree in Industrial Organizational Psychology from University of Wisconsin – Oshkosh. She is a Licensed Marriage and Family Therapist (LMFT). Shannon is a certified facilitator of the DiSC, Myers-Briggs Type Indicator and The Coaching Process.

Shannon officially began her coaching career in 1998 when she initiated a large-scale coaching effort within her organization focused on retaining high-performing employees. She trained over 200 managers and employees to be coaches within the organization. Shannon was then trained through The Coaches Training Institute, a nationally certified coaching program through the International Coach Federation. She began officially coaching managers and executives one on one within organizations she was employed with for the next few years. She then started her own coaching organization in 2003 and has since been a leadership and management coach with The Human Potential Project and The Ken Blanchard Companies.

Shannon has served as a catalyst for change in multi-national organizations such as Cargill, Zurich North America, Allianz, The Ambling Companies, Rate One Mortgage and the Ken Blanchard Companies. She has experience working with the insurance industry, the agricultural food industry, the financial services industry , the information technology industry and the legal industry. She has coached with Field Vice Presidents, Regional Vice Presidents, Plant Managers, Attorneys, Insurance Underwriters, Mid-level managers and Support Staff. She has lead work teams in union and non-union environments.

Comments Regarding Shannon’s Work in Organizations
"I have observed Shannon in action and observe good listening skills, strong integrity, creativity, dedication, understanding of the business situation and great communication skills. The management team appreciates the partnership and Shannon has their confidence. She is not afraid to tackle conflict and to give tough feedback to senior leaders."
Kathy, VP Corporate Development

"Shannon is one of the most authentic and compassionate professionals I have ever worked with. She takes the time to truly understand and assess the needs of the organization, team or individual.and then guides and facilitates growth and discovery for long-term results."
Karla Montgomery, Organizational Development Professional / Instructional Designer ADC Corporation

"I found Shannon to be upbeat, positive, cooperative, easy to work with, able to gain the cooperation from others in order to complete projects. She produced top-notch high-quality work."
Carol Richards, Former Human Resources Manager, Cargill, Inc.

"Shannon assisted me in looking at managing in a new way and in one session, through her knowledge of organizations, her coaching fully paid for the investment we made in hiring her to work with us."
Operations Manager

"I am writing this letter of recommendation for Shannon Rios on behalf of US Foodservice, Denver. Shannon worked with members of our Executive Management team on 360 feedback and coaching. Shannon’s professional approach provided very timely feedback to leaders of our organization in a manner that was very “real life” instead of manufactured through a canned program or off the shelf product. Her insight into communication, relationship building and partnership proved to be invaluable. I am certain that other organizations will benefit from Shannon’s services and would recommend her to anyone." Mitch Lehn, Vice President, Human Resources

Field Vice President– Zurich Insurance; Denver, CO
Shannon began coaching this senior leader after employees reported that he was not an effective manager, siting numerous management deficiencies. Shannon conducted a 360-assessment interview with this manager’s direct reports, compiled the data and presented it to this manager. Areas of focus included: listening, communication style, self-management and coaching of his employees. Through Shannon’s coaching with this manager, his employees reported marked changes in his behavior. She conducted one-on-one follow-up with each direct report. Shannon also provided this manager’s manager with feedback on how his behavior and style impacted the manager Shannon was coaching. The senior leader managed with fear and intimidation, creating a reaction in this manager. She was acknowledged by the VP of HR for her ability to give senior leaders tough feedback.

Operations Manager– Cargill; Memphis, TN
In this role, Shannon coached the manager of operations in a union environment of 325 employees in Memphis, TN. This facility produced high fructose corn syrup and oils and customers included Pepsi and Coca-Cola. The current situation at this facility was that high potential employees were leaving due to management style. Complaints included that management did not listen to employees, did not train employees effectively and employees felt treated as machines by management. Through Shannon’s coaching with this management, they implemented a plant-wide coaching program and a new engineer training program. This manager was able to coach his managers in a new style, allowing the middle level managers to better coach the high potential new engineers. Retention rate of the new engineers increased the following year from 40% to 80%.

Logistics Manager – Cargill; Memphis, TN
Shannon worked one on one with this manager regarding her ability to work with her team effectively. This manager was someone who did not foster relationships with her team, however she was very technically competent. A 360 process was used to assist the manager in understanding the entire team had the same feedback as her manager. This manager was extremely resistant and did not possess the self-awareness to see her areas of opportunity. Through the feedback and coaching, the manager was able to make changes to understand her role in the success of her team and is now an operations manager within the same organization.

Managers, Cargill Meat Division; Omaha, NE
Shannon was a coach and project manager on this project that assisted the operations side of the business to partner with the technology side of the business for increased performance and productivity. Through the coaching of this project team members, managers were able to work together to create solutions that were win-win for all involved.

Project Manager- Development, Ambling Corporation; Atlanta, GA
In this role, Shannon was responsible for coaching this manager in the areas of delegation, work-life balance and communication with direct reports. This manager was able to develop his skills in working effectively with his direct reports allowing him to balance work and life and create a more positive environment for everyone involved.

Operations Manager, US Foodservice; Denver, CO
Shannon worked directly with the operations manager of this distribution facility to increase his ability to effectively work with and communicate with employees and peers. This manager was able to increase his productivity and increase morale within the organization through coaching.