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Our Executive Coaching Process

All of our coaching assignments are 100% customized to meet the needs of the leader and his or her organization. The following is typical of our leadership coaching model. It is a proven model that produces change and most important results for the leader and the company.

Step 1 – Buy-In
The coach helps the leader identify the characteristics and qualities that are important for a leader in his/her business. He helps the leader understand the payback for improvement to the company as well as to the leader.  This step is always done in person. 

Step 2 – Identify Stakeholder
Leaders identify stakeholders who can provide balanced feedback in the assessment process and potentially in the developmental process. They become part of the leader's team. The leader must be involved in this decision to insure that feedback they receive will be accepted.coaching process

Step 3 – Conduct Assessment
The leadership coach selects an assessment method for the coaching. Sometimes it can be done by interview and discussion. Often 360º feedback instruments are used with a social-style or an emotional intelligence assessment of the leader's behavioral style characteristics. The coach may also get the stakeholders to elaborate their 360º feedback. The coach may also conduct confidential interviews with various stakeholders to get additional data and feedback about the leader. 

Step 4 – Review Assessment and Develop Change Plan
The coach and the leader meet to review and discuss the results of the assessment. A comprehensive and confidential report is provided to the leader. Together they analyze the data and identify key strengths and weaknesses. Together they select 1-2 weaknesses to focus on together.  They also determine which stakeholders in the assessment process should be involved in the leader's development plan. The leader's manager or Human Resources is consulted for approval and support.  

Step 5 – Collect Feedback from Stakeholders
The leader and stakeholders meet to discuss the key weaknesses.  Stakeholders are asked to provide feedback and suggestions on how to improve. When successful people develop and express these goals to others and involve the stakeholders in their development, measurable change is much more likely to occur.

Step 6 – Develop and Implement Action Plan
After the stakeholders meetings, the coach and leader develop an action plan with specific and measurable outcomes based on the input and ideas from the stakeholders. The leadership coach will work with the leader on his/her development plan to provide guidance and or training.  If training is required, we use books, action learning projects, online courses, other appropriate individualized instruction and tools. The action plan will be reviewed monthly and revised according to the leader’s progress. Regularly schedule face-to-face coaching session will as required. Telephone meetings are also scheduled to provide encouragement and reinforcement.

Step 7 – On-going Stakeholder Feedback
The leader and stakeholders will meet on a monthly basis to provide 30-day additional feedback and additional suggestions. A mentoring relationship will be developed between stakeholder and leader. Depending on the stakeholders’ feedback, the coach may adjust the action plan regularly.

Step 8 – Evaluation
Short surveys to stakeholders are used the midpoint and at the end of the leadership coaching engagement. These surveys are designed to assess the stakeholders’ attitudes and evaluation of the leader’s improvement during the coaching period.

executive coaching

How to get started . . .

Call Rob at 513.772.5115 to discuss Executive Coaching

or
contact us learn more.

We provide executive leadership and coaching for our clients in Cincinnati, Dayton, Cleveland,
Columbus Ohio, Indianapolis, Indiana, Louisville, Lexington Kentucky, and Naples and SW Florida.

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