Kaye Craft, MBA
Executive Coach, Senior Consultant, Facilitator
As an organization development consultant, corporate trainer, and executive coach, Kaye assists individuals, groups, teams and organizations in creating better internal and external relationships and in achieving more effective business results. Specifically, Kaye helps clients to focus their energy on their purposes and objectives; to create and sustain commitment to their visions; and to reconcile differences and manage conflict. She helps leaders to increase their emotional intelligence in support of: 1. Greater alignment of their personal values and their work; and 2. Increasing their ability to recognize, strengthen and leverage the talents of the people they lead. Prior to starting her company, Kaye was employed as an OD consultant at ExxonMobil Corporation and as a Training consultant at Manufacturers Hanover Trust Company.
Kaye’s current work is focused in three areas: diversity and inclusion, leadership and team development, and executive coaching.
In the area of diversity and inclusion, Kaye has worked with clients: to develop strategic plans that integrate diversity with the BU business goals; to provide advising and consultation to Chief Diversity Officers, senior management, and diversity teams on the topics of strategy, vision, accountability, and diversity opportunities and challenges; to design and conduct diversity and inclusion awareness and skills training; and to design and implement diversity practitioner development programs for internal staff.
In the area of leadership and team development, Kaye has designed and facilitated numerous executive and management development leadership seminars. A theme that runs through many of the leadership experiences that Kaye designs or delivers is the accountability of the leader for the work climate, for the work products and for the business results.
In her work with teams, Kaye helps them to clarify and leverage their goals, roles, procedures/processes and relationships for better team and business results. Kaye currently serves as Senior Faculty for an Influence Skills Leadership Program, a Coaching for Leadership Excellence Program, a Diagnosing Organizations with Impact Program, and an Effective Teamwork Program for Leaders.
As an executive coach, Kaye has worked with senior organizational leaders and C-suite executives. Kaye has helped these leaders address topics such as: accountability vs. control; aligning personal values and purpose with their work; creating an inclusive, positive, and achieving climate and culture; motivating long service employees; leading the new generation of young workers; leading, coaching and mentoring across differences; clarifying their personal legacy to the organization; conscious and responsible use of power; and work-life balance. She helps increase the client’s resilience and willingness to change by heightening the client’s strengths and by clarifying the goals for change with specific input from the organization. Kaye then helps the client to design and implement a plan to close performance gaps and to leverage their strengths for greater team and organization effectiveness and results.
Kaye holds a B.A. from Hampton U, an M.S. from Columbia U, and an M.B.A. from NYU. In addition, she completed the Certificate Program in Organization and Systems Development at the Gestalt Institute of Cleveland. Kaye completed an Executive Coach (ICF) Certification Program in June 2010. She now holds the ICF designation of Professional Certified Coach as well as the designation of Board Certified Coach. She is a Certified Wellness Inventory Facilitator; certified in the use of the Myers Briggs Type Indicator; and qualified in the use of the Strength Deployment Inventory. Kaye is a Past Chair of the Board and a faculty member of NTL Institute, an association which provides leading edge professional development seminars.
The Science Behind Our Practice
Our work is grounded in established methodologies and models of human and organizational behavior, including, but not limited to the following:
The competencies of emotional intelligence (self-awareness, self-management, social awareness and relationship management) account for an individual’s ability to understand their own and others’ emotions and use that information to guide decision-making and action. Research has shown that leaders who master the competencies of emotional intelligence have a distinct advantage.
Positivity & Resilience
The incredible developments in neuroscience research over the last several decades have enabled a greater understanding of how practices that promote positivity and resilience—both individually and organizationally—have a significant and lasting impact on our capacity for creative thinking, productivity, efficiency, empathy, focus and more.
Developed by Richard Boyatzis, the Intentional Change Model underpins successful leadership development programs by supporting an individual or group in intentionally moving through five stages of change that close the gap between a current “real” self and a clearly articulated “ideal” self.
Appreciative Inquiry, developed by David Cooper Rider, is a strengths-based model of analysis, decision-making and strategic change that clarifies the assets and motivations that are an organization’s strengths in order to build or rebuild an organization based on what is working rather than trying to fix what doesn’t.
Resistance and Cycle of Change
People are at their most creative in their resistance. The Gestalt cycle of change maps the critical stages of change that all members of a group must experience in order to optimize success and minimize resistance. Disruption of the cycle manifests in very specific levels of resistance that can be effectively mitigated through intentional responses.
Mindfulness is the awareness that one develops through paying attention to the present moment through your five senses without judgment. In addition to relieving stress and building resilience, even a simple mindfulness practice can significantly expand your range of options in any given moment. Incorporating mindfulness into any process of change or development supports an individual or group by rewiring the brain for more intentional responses and behaviors.
Dynamic Inquiry, developed by Annie McKee and the Teleos Leadership Institute, is a method of discovery that uncovers an organization’s emotional reality–what people care about, what is working well, and what’s getting in the way. The purpose of the inquiry is twofold: 1) to identify underlying issues related to culture and leadership that are helping or hindering implementation of a strategy; and 2) to build ownership and commitment to the mission, vision, strategy, ideal culture and leadership framework among key stakeholders.