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• Good fit interview(s) (complimentary)

  • Determine whether coach expertise, approach and personal style is a good match with organization and executive who will be coached (participant).

 

• Private meeting with Superior and HR if appropriate

  • Understand organization’s goals for coaching

  • Clarify what has been/will be said to the participant.

  • Agreement on confidentiality conditions, approach, roles and evaluation of success.

 

• Meeting: Executive, Superior and, if appropriate, HR

  • Coach and participant are clear on the organization’s goals for coaching, approach, roles and evaluation of success

  • Agreement on confidentiality conditions. 

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• Initiate coaching

  • Continue to build trust and safety

  • Further clarify initial goals

  • Administer and analyze personality, leadership style and 360 assessments, if appropriate

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• Coach conducts stakeholder interviews (if appropriate, coach may “shadow” particpant in their day to day activities)

  • Coach receives direct, confidential input from key stakeholders on participant's strengths and challenges as well as perceptions/expectations for future performance

 

• Coach presents comments and trends to participant formatted to protect anonymity. 

  • Participant begins the process of more fully understanding the perceptions and expectations of key stakeholders.

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• Assessment, Goals, Plan

  • Assess client strengths, challenges, opportunities, threats

  • Select goals consistent with particpant's core values and career plan and organization’s expectations.

  • Write a development plan

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• Meeting: Coach, Superior, Executive and, if appropriate, HR (Usually at 2 - 3 months)

  • Reach final agreement on goals and measures of success

  • Adjust program as necessary

 

• Participant conducts (Marshall Goldsmith type) Feedforward” interviews with key stakeholders

  • Participant obtains input (internal market research) about their goal and the behaviors stakeholders want to see for “improved” rating

  • Participant demonstrates courage, humility, respect and commitment to results

  • Implicit negotiation with stakeholders regarding requirements improvement

  • Participant models asking for input to develop a team coaching culture

 

• Ongoing coaching (3 months to 1 year)

  • Finalize development goals and implementation plan 

  • Maintain participant focus, accountability, emotional intelligence, self-management and interpersonal skills

  • Provide business, leadership and organization development models processes and skills as necessary

 

• Coach solicits input on progress through meetings with Superior and stakeholders (Typically quarterly)

 

• Obtain ongoing stakeholder perceptions

  • Maintain participant focus and accountability

  • Surface value-chain, business process, and other relevant issues

  • ID/support management or production system or culture change opportunities, if applicable

 

• Evaluation

  • Superior, particpant, coach and, if appropriate, HR and other stakeholders review progress toward goals. 

  • Identify next steps

  • Decision to complete or continue coaching