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.
