My approach is to establish trust and to create a safe, confidential space for clients and to help them behave differently by thinking differenty. Most clients are able to come up with their own answers if they observe, tell the truth and are willing to take action. My role is one of being a supportive partner in the coaching relationship who can help the client sharpen their observation skills, clarify their values and intentions, and define their goals/desired state and design actions that move them forward.

Related models I use most frequently are:

• William Bridges'Transition Model
• Patrick Lencioni's Five Dysfunctions of a Team
• John Sherwood's Pinch Model
• Glasser's Reality Therapy Model
• Daniel Goleman's work
• Gerald Egan's Skilled-Helper Model
• The Hudson Cycle of Renewal
• Congruence Model

John H. Hudson, an active coach for executives and leaders for the last ten years, has been a Human Resources executive for 35 years and has held the positions of Managing Director of Human Resources, Vice President of Human Resources, Senior Vice President of Human Resources, and Chief Administrative Officer. He has worked with organizations of various sizes and compexity such as Sun Oil Company, Intel, Chase Manhatten Bank, Mellon Bank, Xircom Corporation, Syntex Corporations, and Amgen, Inc.

At Syntex Corporation, John worked as an HR professional for 15 years and led the HR departments of several Syntex companies. He has a strong background in the following areas:

• Executive Coaching
• Recruiting
• Employee Relations
• Training
• Succession Planning
• Organization Effectiveness
• Cultural Development

John received his coaching certification from The Hudson Institute of Santa Barbara. He holds an MBA from the University of Phoenix and completed the University of Michigan Advanced Executive Program. He also holds a B.A. in Liberal Arts and is a graduate of Ohio State University.