Ontological Executive Coaching
Executive Coaching grounded in an ontological approach to leadership transformation
Purpose of Coaching:
The purpose of coaching is to support clients in expanding their capacity to observe themselves, others, and the systems in which they operate — and from this place of self and contextual awareness to open new possibilities for actions, relationships and leadership.
Through this process, clients are invited to examine not only what they do, but mostly the way they are being as leaders (when they do the things that they do) and the impact this way of being has on the results they create.
Each coaching engagement is unique and emerges from the client's own aspirations, concerns, and context. The outcomes of coaching are defined by the client and may include:
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Developing greater awareness of their way of being, including the beliefs, assumptions, emotions, and patterns of thoughts that shape their actions and results.
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Increasing their ability to recognize the impact they have on others and the environments they influence.
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Building more generative and trusting relationships.
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Expanding their capacity to coordinate action effectively with others, especially in complex and uncertain environments.
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Developing greater flexibility and range in their leadership responses.
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Cultivating greater alignment, resilience, well-being, and fulfillment.
Defining the coaching objectives is a foundational part of the engagement.
While organizational priorities and stakeholder perspectives are important sources of information, the coaching agenda is ultimately owned by the client.
As a coach, I partner with my clients as a trusted observer, supporting inquiry, reflection, and the discovery of new possibilities.
An Ontological approach to leadership transformation:
My coaching approach is trauma-informed and grounded in the belief that sustainable transformation begins with expanding awareness of one's way of being.
Together, we explore the interconnected nature of language, emotions, and the body, and how these domains shape the way clients interpret situations, make decisions, relate to others, and take action. Particular attention is given to the patterns that emerge under stress, including defensive reactions, habitual interpretations, and automatic responses that may unintentionally constrain leadership effectiveness.
Through developing the capacity to observe oneself with curiosity and compassion, clients create greater space between what happens and how they respond. From this expanded awareness, they gain access to new choices, broader leadership possibilities, and more creative and effective ways of engaging with themselves, others, and the challenges they face.
The coaching process invites clients to examine the underlying assessments, beliefs, and assumptions through which they interpret the world. Together, we explore whether these ways of seeing are supporting the future they want to create or whether they may be limiting their capacity to lead with greater authenticity and effectiveness.
We also explore the client's emotional repertoire and embodied presence — developing awareness of the emotions that inform their actions, the physical expressions of their responses, and the ways in which their body can become a resource for more grounded and intentional leadership.
The coaching process is an inquiry into transformation: supporting clients in shifting not only what they do, but who they are being as leaders, so that new actions and results become possible.
To support this process, we have the option to gather feedback through a 360 leadership assessment (I am certified on the Leadership Circle Profile) and confidential stakeholder conversations.
These perspectives provide the client with an opportunity to see themselves through the eyes of others, understand the impact they are having within the system they operate, and identify possible blind spots or habitual patterns that may be limiting their effectiveness.
This information serves as a starting point for the client's inquiry and the creation of meaningful coaching objectives.
Depending on the scope of the engagement, other forms of work are available in addition to the weekly-biweekly sessions
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An initial kickoff conversation with the client prior to stakeholder interviews.
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Six confidential 360-degree stakeholder interviews (approximately 30 minutes each), conducted by the coach with individuals selected by the client.
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A kickoff conversation with the client's sponsor (when applicable) to align on coaching objectives and support the broader context of the engagement.
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A mid-engagement conversation with the client and sponsor (when applicable) to reflect on progress, learning, and the continued development path.
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A closing conversation with the sponsor (when applicable) to reflect on the client's growth throughout the coaching process and support the transition beyond the engagement.
Want to discuss the possibility of a coaching engagement ?
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my qualifications
Executive bio:
" Adriana combines extensive business consulting experience with expertise in understanding cultures and designing programs to explore the intersection of individual aspirations with organizational transformation. As an Ontological Coach, she has an eye for exploring patterns of language and thought, as well as emotional and physical awareness. Her approach aims to enable reflection, sharing of experiences and development of practices that allow greater awareness and experience of each individual's unique potential.
Adriana has worked with organizations and groups in Latin America, Asia, North America and Europe on multi-year transformation programs, aligning organization development, culture change, leadership and capability building. She is a former Organization & Leadership Sr. expert in McKinsey & Co (2001-2012), co-leader of the Human Capital Service line in Latin America.
For the past 9 years, Adriana has been part of the senior facilitation team at Mobius Executive Leadership. She is currently also part of the Pocket Project, a global initiative to support collective and intergenerational trauma integration, where she co-facilitates two laboratories of exploration: White Privilege in the US and Collective Trauma in Brazil. "
Education:
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Newfield Network
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UTD Dallas Executive Coaching
Training and Certifications:
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Embodied Leadership
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Dare to Lead Certified
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Leadership Circle Profile Certification
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Somatic Experiencing
Assistance:
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Trauma Informed Consulting and Coaching, 2024 (Mentor)
Thank You !
Adriana Mascolli Fontes, MBA, MA, AMFT