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.
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.
How to get started . . .
