Career Counseling Services – New York

Our Diamond Coaching Model is structured around four primary phases: Discovery, Insight, Action, and Mastery. These phases mark the corners of our diamond, guiding the transformational journey our clients embark on:

1. Discovery: In this phase, we aim to unveil your inherent strengths, aspirations, and unique characteristics. It’s about understanding who you are at the core and what makes you shine.
2. Insight: This phase involves deep introspection and learning, as we collaborate with you to identify opportunities for growth and potential challenges. It’s about gaining clarity and forming a strategic vision for your future.
3. Action: Once a clear path forward is defined, we work with you to formulate actionable strategies and steps. The focus is on turning insight into measurable actions, leading you towards your defined goals.
4. Mastery: In the final phase, we focus on embedding new skills, behaviors, and mindsets into your professional identity. This is where transformation solidifies, enabling you to master your potential and shine brilliantly like a diamond.

The Diamond Coaching Model revolves around four critical steps: Research, Introspection, Conflict Resolution, and Harmonization (RICH).

1. Research: The first step in the Diamond Model, Research, is about uncovering and understanding the issues at hand. It involves a comprehensive investigation of the individual’s current situation, challenges, and objectives. This step paves the way for the coaching process by establishing a thorough understanding of what the client is facing, including their professional aspirations, personal goals, potential obstacles, and contextual factors influencing their situation. It’s about digging deep, asking the right questions, and gathering all pertinent information to construct a clear and accurate picture of the client’s current reality.
2. Introspection: Following Research, the next phase is Introspection. This step involves understanding the issues at a deeper level, examining associated behaviors and emotions, and identifying situational components. Introspection invites clients to look inward, to examine their thought patterns, emotional responses, and habitual behaviors. It provides an opportunity for clients to uncover hidden beliefs or assumptions that might be influencing their actions and decisions. Through introspection, clients gain heightened self-awareness, empowering them to recognize and understand their inner workings and how they interact with their environment.
3. Conflict Resolution: The third phase, Conflict Resolution, focuses on coming to terms with identified issues and challenges. This stage involves reframing perspectives to gain deeper awareness and control over one’s circumstances. It’s about understanding the roots of conflicts, whether they are internal (such as conflicting values or goals) or external (like conflicting demands or expectations). Through conflict resolution, clients learn to view their challenges from different perspectives, identifying potential solutions, and creating an action plan to overcome these conflicts.
4. Harmonization: The final phase is Harmonization, which emphasizes creating solutions and taking actions to achieve targeted results. This stage is about aligning actions with goals, setting realistic expectations, and developing practical strategies to move forward. Harmonization ensures that the insights gained through Research, Introspection, and Conflict Resolution are not merely theoretical but translate into tangible changes in the client’s personal and professional life. It is where the real transformation occurs as clients start implementing their action plans, achieving their goals, and experiencing the positive impacts of their coaching journey.

Together, these four stages of the Diamond Coaching Model form a comprehensive, structured process that facilitates deep understanding, meaningful change, and sustainable success. It’s a holistic approach that respects each individual’s unique experiences, goals, and potential, supporting them in their journey toward personal and professional excellence.

• Client Profile: Sarah is a mid-level manager in a fast-paced technology company. She aspires to move into a leadership role within her organization but feels unsure about her readiness and ability to lead effectively.
• Research: Sarah’s coach initiated the Diamond Model by engaging her in exploratory conversations to identify her goals, perceived obstacles, and areas she wished to develop. They uncovered that while Sarah excelled at her current job, she lacked confidence in her leadership abilities. She desired to enhance her communication skills, improve her decision-making capabilities, and foster better relationships with her team. The coach also gathered feedback from Sarah’s colleagues and superiors to gain a holistic view of her strengths and areas for improvement.
• Introspection: The coach then guided Sarah through a process of introspection. They examined her past experiences in leadership positions, her successes, and her perceived failures. They explored her underlying beliefs about leadership, her own capabilities, and the anxieties associated with stepping into a new role. This self-exploration led Sarah to recognize that her lack of confidence was deeply rooted in a fear of failure and a belief that she was not a “natural-born leader."
• Conflict Resolution: Sarah and her coach then worked on reframing her perspective. The coach helped her realize that effective leadership is not necessarily an innate quality but a skill set that can be learned and honed. They focused on her existing strengths, such as her strong technical knowledge, problem-solving skills, and dedication to her team, demonstrating that she already possessed several key leadership traits. They also addressed her fear of failure, promoting the idea that every leader makes mistakes, and these are opportunities for learning rather than indicators of incompetence.
• Harmonization: Finally, Sarah and her coach developed a plan for her leadership development journey. This included practical steps like attending leadership training seminars, seeking a mentor within the organization, and taking on small leadership tasks within her team to build her confidence. They also set up ongoing feedback sessions with her team members and superiors to continually adjust and improve her approach.
• Outcome: Six months later, Sarah’s increased confidence and enhanced leadership skills led her to successfully lead several project teams. Her fear of failure had diminished significantly, and she received positive feedback from her team members and superiors about her improved leadership capabilities. Sarah’s journey through the Diamond Coaching Model had facilitated significant personal growth and career development, paving the way for her transition into a senior leadership role in her organization.

• Client Profile: John is a seasoned finance professional with over 15 years of experience in the banking sector. Despite a successful career, he feels unfulfilled and is considering a transition to the non-profit sector, but is apprehensive about such a significant change.
• Research: John’s coach began by discussing John’s motivations, fears, and aspirations related to his desired career transition. They analyzed his professional skills, experiences, and his values in alignment with the non-profit sector. The coach used a variety of assessment tools to identify John’s transferable skills and to provide a deeper understanding of his potential fit within the non-profit sector.
• Introspection: Next, the coach guided John through an introspective process. They explored John’s reasons for the career shift, his long-term career goals, and his feelings about leaving a familiar and successful career path. They also discussed the potential challenges of transitioning to a non-profit, including potential salary changes, different work environments, and new types of responsibilities. This step helped John realize that his desire for a more fulfilling career that aligned with his values outweighed his fears of change.
• Conflict Resolution: The conflict resolution stage involved addressing John’s apprehensions about the transition. The coach helped John redefine his understanding of success, moving away from financial measures to include job satisfaction, alignment with personal values, and social impact. They discussed potential strategies to cope with a salary change, such as adjusting his lifestyle or considering a gradual transition through part-time or volunteer work in the non-profit sector.
• Harmonization: In the final stage, the coach helped John design a comprehensive career transition plan. This included building networks in the non-profit sector, enhancing his profile to suit non-profit roles, and identifying potential organizations that align with his interests. They also developed a plan for John to acquire any necessary new skills through courses and workshops.
• Outcome: After 8 months, John secured a managerial position in a non-profit organization focused on financial literacy, allowing him to leverage his banking experience in a meaningful way. Despite the challenges, the transition was smoother than he had anticipated, thanks to the comprehensive plan and the confidence he had gained through the coaching process. Through the Diamond Coaching Model, John not only successfully navigated his career transition but also discovered a renewed sense of purpose in his work.

Keith Lawrence Miller’s coaching credentials represent extensive training, rigorous assessment, and a firm commitment to ethical and professional standards. Let’s explore these credentials in detail:

1. Professional Credentialed Coach (PCC) with the International Coach Federation (ICF): The ICF is a leading global organization dedicated to advancing the coaching profession by setting high standards and providing independent certification. The PCC designation is the second of three designations offered by the ICF, following the Associate Certified Coach (ACC) and preceding the Master Certified Coach (MCC). To achieve the PCC credential, a coach must complete a minimum of 125 hours of coach-specific training, 500 hours of coaching experience with at least 25 clients, and pass a rigorous Coach Knowledge Assessment. Additionally, a PCC must adhere to the ICF Code of Ethics and demonstrate proficiency in the ICF Core Competencies, which outline the skills and approaches necessary for effective coaching.
2. Board Certified Coach (BCC): The Center for Credentialing & Education (CCE), a subsidiary of the National Board for Certified Counselors, offers the BCC certification. This credential recognizes professionals who have met educational, experiential, and examination requirements in the theory and practice of coaching. The BCC certification emphasizes ethical, professional, and legal standards in coaching and requires continuing education for credential maintenance.

In summary, Keith Lawrence Miller’s credentials reflect extensive coaching experience, comprehensive professional training, demonstrated understanding of coaching knowledge and competencies, and a commitment to ongoing professional development. These credentials affirm his position as a highly skilled, ethical, and effective coaching professional.

Keith Lawrence Miller brings a wealth of experience to his coaching practice, with over a decade of service and thousands of coaching hours under his belt. His clientele is as diverse as it is extensive, including professionals from all industries and fields, each facing their unique set of challenges and circumstances.

From navigating career transitions and improving leadership skills to achieving work-life balance and overcoming personal obstacles, Miller has assisted clients in addressing both common and uncommon issues. This extensive range of experiences has equipped him with a deep understanding of the diverse challenges professionals face in their careers and personal lives.

Miller’s coaching approach combines this vast experience with his certified skills and knowledge. He is adept at tailoring his approach to the unique needs and goals of each client, providing personalized support that drives meaningful and lasting change. Whether you’re a budding professional, a seasoned executive, or somewhere in between, Keith Lawrence Miller’s decade-long expertise and wide-ranging experience make him an exceptional partner in your journey of growth and success.

Embark on a transformative journey that could propel your career to unprecedented heights. Join thousands of professionals who have taken charge of their career narratives, leveraged their potentials, and achieved their aspirations with the power of effective coaching.

If you’re ready to break through the barriers, redefine your success, and craft a career path that is uniquely yours, it’s time to act. No matter where you stand on your career journey, our expert coaches, armed with proven tools and strategies, are ready to support you every step of the way.

Unleash your potential, navigate your challenges, and craft your path to success. Don’t leave your future to chance. Book your career coaching session today and take the first step towards a future that aligns with your aspirations and maximizes your talents. Start your journey to greatness now!