Madhu Krishnappa Maron
Executive Coach, Consultant, Facilitator
Madhu Krishnappa Maron is a coach and facilitator dedicated to supporting individuals and leaders on the path to transformation. She merges solid Human Resources expertise with stellar coaching skills and a belief in her clients’ innate resourcefulness to help them make changes they never thought possible.
Madhu is credentialed as a Professional Certified Coach (PCC) by the International Coach Federation. She serves on the faculty of Leadership That Works where she facilitates Coaching for Transformation, an ICF-accredited coaching certification program in New York and around the world. Since 2010 she has supported over 400 people to become certified professional coaches.
Madhu has coached leaders at Bankrate.com, Consumer Reports, HBO, Prudential Life Insurance, The Ms. Foundation and The Associated Press. She holds a Bachelor of Arts degree from the University of Michigan and is a qualified administrator of the Myers-Briggs Type Indicator.
Building on her passion for growth and transformation, Madhu developed her own program for individuals who are stuck in their careers and long to do something different. Her Creating Meaningful Work program is offered exclusively at the New York Open Center and has helped over 100 people build the skills for professional success and resilience. She also volunteers for One to One – Women Coaching Women.
Prior to becoming a coach, Madhu spent seventeen years as a Human Resources professional, working with The Associated Press, Standard & Poor’s, Henry Ford Health System (Detroit), the New York City Economic Development Corporation and other organizations.
A passionate Motown music fan, Madhu was born in Detroit, Michigan to immigrant parents from India. She now makes her home in the Bronx, New York with her husband, young son and tabby cat.
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.