Change Management
  Organizational Review
  Why coaching
  How coaching works
  Personal Change
  Executive Development
  Mergers and Acquisitions
  Competency Development
  Assessment & Development CCenters
  Team Development
  Meeting Facilitation
  Team Building Activities
  Leadership Seminars
  Organizational Surveys
  360° Leadership Review
  Emotional Intelligence

How Coaching Works

While coaching is tailored to the individual and the circumstances, the process is consistent. Coaching follows the following phases:

Phase 1.

  • Setting the Consulting Contract. In the initial meeting, the coaching objectives are established. It is an opportunity for coach and executive to get acquainted and to determine whether the chemistry is right and whether the circumstances are workable. We decline approximately 5% of assignments because of this. The coaching relationship must be based on trust and confidence. The initial meeting attempts to define the relationship, its purpose, goals, and process.

Phase 2.

  • Assessing Executive Strengths and Developmental Suggestions. Initially, information from a variety of sources is sought about the executive. The goal of this data gathering is to better understand the executive and his or her environment. A benchmark can be established by which to measure development and progress.

Evaluation tools include psychological instruments such as the Myers-Briggs Type Indicator (MBTI), the Attentional and Interpersonal Style Inventory (TAIS), the NEO-PDR, the 16PF, and other instruments that are targeted to the goals of the coaching relationship.

Additionally, a 360o review is conducted. The review can be instrument or interview based. Input from direct reports, peers and senior leadership is gathered and summarized. The 360o can be tailored and linked to the values ad competencies of the organization.

Lastly, and extensive interview is conducted with the executive that is autobiographical in nature and covers educational, career and personal history.

Phase 3.

  • Feedback and Action Planning. Quantitative and qualitative feedback is provided to the participant. The executive identifies the key information from the assessment and targets areas for development. Specific behavioral changes desired are identified. Competency development strategies are articulated. An action plan is formulated.

Phase 4.

  • Implementation of Action Plan. The executive and consultant determine an implementation strategy. Metrics and timelines are established.  Coaching takes place face to face, over the phone and through the internet. The goal is that the coach is available as needed to the participant and as close to real time as possible. The involvement of the coach can vary from intermittent to intensive interaction depending on the needs, desires and requirements of the development plan.

Coaching can extend to working with the individual's team if that is useful and appropriate. The coaching process and relationship can last a few months or can extend to an indefinite period of time. The choice is up to the participant and the organization.

Phase 5.

  • Follow-Up. The coach follows up in order to insure that coaching has been successful. Follow-up is both informal, through discussions, and formal, through survey of progress. Plans are reviewed and revised as needed.

Our knowledgeable and experienced consultants have assisted thousands of executives and managers at all levels over the past 20 years.  Our coaches possess a solid background in human behavior, all of whom have advanced educational degrees and extensive experience consulting in the workplace. They are full-time consultants, dedicated to helping executives improve their performance and achieve their potential.