Our Coaching Process

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Coaching is used to support the development of current and future organization managers and executives. It is an individually customized process that seeks to raise the executive’s awareness of the impact of his or her style and behaviors, maximize the executive’s unique strengths, provide him or her with new tools and strategies for achieving desired results, and help the executive transform or minimize unproductive behavior. This is achieved within a framework that typically follows the steps below, though the process is invariably adapted to the individual’s needs.

PHASE I – ASSESSMENT/CONTRACTING

  • Interview client who will be coached and authorizing principal to assess current strengths and weaknesses in relation to professional/organizational expectations
  • Confirm that coach and client are a good match; introduce alternative coach if needed
  • If contract permits, gather data using assessment instruments and/or interviews of stakeholders (typically client’s peers and staff who report to client)
  • Aggregate and analyze data, prepare report
  • Give client clear feedback to raise awareness of professional development needs
  • Create development plan with client that identifies behavioral goals and objectives, steps to be taken, commitments by both parties and anticipated time frame

PHASE II – DEVELOPMENT

  • Coach client in the development of awareness, skills and strategies to leverage strengths and address deficiencies to improve own performance and that of client’s team
  • Use a combination of in-person visits and scheduled phone conferences
  • Use questions, observations and feedback to increase self-awareness, self-reflection, and insight into the relation of own behavior to desired/undesired outcomes
  • Provide tools and techniques to support development and monitor their implementation
  • Provide a practice arena for new behaviors through preparation and practice for crucial conversations and interactions
  • Reassess behavior change with additional feedback from original stakeholders or authorizing principal as appropriate and address remaining issues

PHASE III – FOLLOW-UP AND MAINTENANCE

Estimated time frame: seventh through tenth month – monthly meetings

  • Maintain contact with coachee in lengthening intervals
  • Monthly scheduled meeting to review and reinforce
  • Additional meetings if old issues re-emerge
  • When stability of developmental gains confirmed, create and implement closure sequence
  • Final briefings with authorizing principal

ESTIMATED LENGTH OF COACHING RELATIONSHIP:

Four to ten months, depending on individual availability and progress and program design

COACHING FEES

We can design coaching programs to meet the needs and budgets of our clients. We have ample experience as to which models and durations are most likely to produce the desired results in different situations and will provide options and our recommendation once we understand your coaching needs.

We can also design team coaching programs that combine the steps of individual coaching above with senior team development activities.

Please contact us with any questions.

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Ms. Uman also works with teams: the interplay of one-on-one coaching with members of a team while simultaneously focusing on team dynamics has helped her clients develop collaborative behaviors and increase trust among team members, improve personal and team accountability, and improve productivity by individuals and the team as a whole. Ms. Uman specializes in gender dynamics within teams, woman-managed teams, and teams where women are in the majority. She helps these teams identify the behaviors that undermine others, and develop both an attitude and behaviors that help the team members and leaders become more powerful and effective.

As a certified organizational consultant, Ms. Uman specializes in conducting organizational assessments and developing reports that illuminate the patterns and themes of organizational behavior, enabling organizations to move positively and effectively into a successful future.

As an organizational trainer, Ms. Uman designs, develops and conducts a broad array of workshops including leadership development, teambuilding, career development, running effective meetings, and managing gender differences. She has received the certification as a Professional Certified Coach (PCC) designated by the International Coaching Federation.

Her clients include:

  • Crestline Hotels
  • Georgetown University
  • Intelligence Community
  • National Cancer Institute, National Institute of Health
  • JBS International
  • Russell Reynolds Associates
  • American Psychological Association
  • Software Engineering Institute

Ms. Uman holds a B.A. in Sociology from the University of Wisconsin in Madison, a Master’s in Education from the University of Maine, and certificates in Organization Development and Leadership Coaching from Georgetown University. Her experience includes serving as an instructor at George Mason University, Georgetown University, Northern Virginia Community College and Mt. Vernon College. She is certified in aa array of assessments, including the Myers-Briggs Type Indicator® (MBTI) EI.20 (Emotional Intelligence) and EI 360, Change Management (Prosci) and was also certified by William Bridges and Associates to conduct workshops and provide consulting services on managing organizational transitions.

As a coach, Mandeep brings this experience, and his fundamental belief in each person’s innate abilities, to create the non-judgmental and energized space for leaders and teams to truly get in touch with what is important to them, and rev up the energy and momentum to make it happen.  His clients take ownership of their own power. They also leverage their own observations to get deep insights into what’s holding them back and then break those habits.  A number of his clients have reported their work together has been transformative.

In addition, these leaders and teams begin to accept the world as it shows up, rather than the way they wish it would.  That accepted, they hold the courage of their convictions pragmatically, communicate their vision authentically and directly, and set about influencing the people, networks and systems of which they are part to create the enabling environments within which their organizations, projects and people succeed.

Mandeep considers himself extremely fortunate to have had the opportunity to express his passions through two completely different careers separated by two decades.  The path of transition has been bumpy and fascinating, and has provided Mandeep the direct experience and insights which make him the coach he is.

Mandeep is also an Executive Coach with the American University Key Executive Leadership Programs.

As a consultant, Mandeep facilitates interventions with senior leadership teams, helping them surface key issues and create jointly owned action plans to solve them. He is adept at uncovering unclear, missing or misaligned roles and accountabilities, business process gaps, and unspoken organizational agreements on topics that are undiscussable.  Mandeep can create environments within which teams bring up the elephant in the room.

Mandeep has a background that spans 35+ years of hands-on experience creating, and facilitating the creation of, solutions to complex problems involving multiple stakeholders.  In his career, he has worked internationally, across cultures and organizational boundaries, to build IT Systems, reengineer business processes, provide organizational and innovation consulting services, nurture client and employee relationships, and grow companies in roles spanning coaching, facilitation, individual contribution, and project, line and executive management.  He has done this within large international organizations, federal and local governments, non-profits, consulting companies, and start-ups.

MANDEEP’S CLIENTS have included a wide range of organizations:

  • Government & International Organizations: The World Bank Group; DFAS, EPA, FBI, FEMA, ICE, NIC (National Institution of Corrections), OCC, TSA, USSS; Fairfax County, VA.
  • Non-profit: US Green Building Council
  • Private Sector: Allegis Group, Phelan Hallinan & Schmieg, Progeny Advanced Genetics, Turner Construction (US); Applied Materials (USA, China & Taiwan); Grupo Elektra (Mexico); Tata Chemicals, North Delhi Power Limited, Samsung, IBM and  Konkan Railways (India); and EFI (USA and India).

CERTIFICATIONS:

  • Georgetown University Certification in Leadership Coaching (CLC)
  • ICF Professional Certified Coach (PCC)
  • The Leadership Circle Profile (LCP) & Collective Leadership
  • Hogan Assessments (Hogan Personality Inventory [HPI]; Hogan Development Survey [HDS]; Motives, Values, Preferences Inventory [MVPI])
  • Emotional and Social Competence Inventory (ESCI);
  • DiSC Assessment

EDUCATION:

  • MBA, Indian Institute of Management (IIM), Calcutta
  • BSEE, Indian Institute of Technology (IIT), Kharagpur