Our Coaching Process
Coaching is a confidential one-on-one relationship
Coaching is a confidential one-on-one relationship between a professional coach and a leader in a company or organization for the purpose of improved individual, team or organizational performance and effectiveness.
Coaching may be the right tool when you are looking to enhance your career and increase your on-the-job success through.
We work with key executives and managers to explore the impact they have on their teams and organizations based upon their leadership styles, decision making, goal setting and conflict management.Individual coaching plans are tailored to your specific needs will ensure that you and your team excel. Some areas that we focus on include strengthening managerial skills, improving leadership skills, building and maintaining a successful team, planning and managing time effectively.We offer a free, no obligation phone consultation to answer any questions you might have.
Some areas you may want to improve on to facilitate awareness and support behavioral change include:
Improving interpersonal communications skills
Developing an accurate self-appraisal
Developing more effective problem solving behaviors
Modifying personal style
Dealing more effectively with conflict
Our 4 Step Coaching Program
Clear identification and agreement on behavioral targets (improvements/enhancements) from the individual, his manager and sometimes a Human Resource professional is involved for organizational perspective. These early sessions explore transforming old behaviors that WERE successful into new behaviors that are critical for new roles or assignments. This time is also used to identify personal and organizational roadblocks.
Diagnosis of personal and organizational drivers and hurdles which are helping and/or hindering the individual. This provides an understanding of the levers for change from the individual’s perspective. The diagnostic and insight tools include: 360º Feedback on skills (this can be based on internal competencies or generic skills based on research), behavioral style, team style, values, interests, FIRO-B, Work Expectations, Job Profile Match, Time Mastery, Learning Style, Derailment Indicator, Diversity Index, Listening Assessment, etc.
Formulating a Coaching Plan which serves as a written guide to clearly define and agree on behavior changes and skill enhancements that are needed. Also, the methods, steps and agreements on meetings are outlined and time-lined. This is done early in the process and is the compass which keeps the coaching process on track and produces visible measures toward the goal.
Formulating a Development Plan midway through the coaching process. This allows the leader to develop some additional understanding of how to be self sufficient in developing him/herself. This step also shows how to produce a useful development plan that takes the leader past the coach being present, but continues to provide self reflection, solicitation of feedback and continued growth.
Length of Coaching
Short Term (3-6 months)
This is used with individuals that can meet often and are looking to assimilate quickly and apply new skills from their assessment and/or leadership programs for visible results or have a critical career decision to make. It is also used for leaders who are committed to focus on their development to learn new skills and demonstrate new behaviors quickly. It requires focus on applying new skills between coaching sessions for this kind of accelerated learning to be incorporated.
Long Term (9-12 months)
This is used for more senior leaders, high potential individuals, entrepreneurs and individuals who are faced with large scale project(s) requiring new skills to maximize their success. The longer term assignments are useful when the role and the skills are more complex or it takes a longer time to see results. The additional time provides the opportunity to gain feedback and integrate new skills into the working day with more support from the coach to ensure it is a lasting change.