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Judy Knight has worked as a business coach, consultant and facilitator since 1994. She serves as a catalyst, leading individuals and teams towards higher levels of productivity and success, providing clarity in regard to talents and aspirations and helping them develop a roadmap that leads them toward the attainment of their professional goals. Her work in the areas of talent assessment, selection and development has resulted in organizations having the right people in the right jobs and focused on the right priorities.
Preceding her founding of Thumbprint Coaching, Inc., she held leadership, management and consulting roles in organizations in the US and UK. Since then she has evolved a unique style of coaching, training and consultation Read more
Duration and cost of an engagement depends on the scope of work, identified during the initial consultation.
Judy has worked with clients throughout the U.S., India, Asia and the U.K including:
• The Mars Corporation
• The Hispanic Scholarship Fund
• Virgin Mobile
• Sanofi-aventis
• Ameriquest Mortgage Company
• Nestle's QuickLogic, Inc.
• Standard Life Assurance (UK)
• Reed Exhibition Companies
• Epson (UK)
• Juniper Networks
One of the most important things about looking for a job is to make sure you and the company are a good fit. Questions to ask: How are decisions made here? Please describe the culture of the company? What does it take to be successful here? To ask the hiring manager: How will I be measured? What is your management style? How do you prefer to be communicated with (written, verbal, etc.)? The answer... Read more
Since you have heard complaints but haven't witnessed the behavior yourself, it is challenging to give her feedback about her behavior. Here are a few suggestions:
1. Do 360 degree feedback for all of your direct reports as a development opportunity. They will all get feedback that is anonymous and then you can work with each individual to reinforce their strengths and help them with any weakne... Read more
I agree with the other comments about the proper use of a 360 instrument. From your description, it sounds like you want less of a formal tool and simply a mechanism for anyone to give feedback to any other employee at any time. If that is what you are looking for, then I would teach people the most effective ways to give feedback to each other, in the moment, when it will have the most impact.
... Read more
Whenever individuals join or leave a team, the team will usually go through the "forming, storming, norming, performing" stages again. So to get the team engaged, it is critical to make sure everyone understands the purpose of the team (why do they exist), the overall goals of the team and each person's roles and responsibilities. I also find that having the team establish WOWs (ways of working) h... Read more
This can be really frustrating for departments who have to "pick up the pieces" from over-promising since you aren't able to deliver what the customer has been told to expect. I suggest the following approaches:
1. What kind of relationships have you and your team members fostered with individual sales people? Having good relationships with them will allow you to understand what is going on for t... Read more
You truly had a profound impact on my management style: how I manage my team, delegate responsibility (and) take responsibility to make sure that I am doing things for myself professionally.
I have had the pleasure and privilege of working with Judy as my coach for over 12 years, both in Europe and in the US. She has been instrumental in helping me to grow both professionally and personally, helping me transition not just countries and cultures, but roles and levels. Judy has been a key element in my growth from senior individual practitioner, through management, consultancy and now executive leadership, as VP of a $50M+ semi-conductor company in Silicon Valley. At each stage Judy has helped me to uncover my potential and passion as well as develop the mind-set and skill-set I need for each role and challenge. This has been especially true in regard to the development of my leadership capabilities. My journey of growth continues and so will my partnership with Judy.
Judy has been a key partner in our organizational and leadership development activities world wide and for the last four years and has brought about significant and tangible change in our capabilities to work collaboratively and effectively together. Not only do participants on her programs and her "coaches" attest to this, the results of our annual employee survey testify to the change. Year-on-year we have improved our leadership and communication scores and the improved leadership and communication has real ROI for our organization. We look forward to many more successful years of partnership, growth and organizational success with Judy.
