executives we work with are already extremely competent. With
some, our focus is accelerating their development. With others,
it is changing behaviors that have limited their effectiveness.
However, because they occupy such strategically important positions
and have such wide-ranging impact, helping them function at
their very best is critically important. We improve their behavior
in a business setting in a way that leads to enhanced individual
and organizational effectiveness.
Our coaching process typically
covers a period of six to 18 months and is data-driven and
values-based. It is data-driven in the sense that we work with
information gathered from a variety of sources including interviews,
assessment instruments, questionnaires and psychological inventories.
It is values-based because the client is always the final judge
of how well any anticipated behavioral change agrees with what
is most important to him/her.
The coaching process generally follows this pattern:
orientation session in which we discuss the process and agree
on the expected outcomes. This includes identifying the goals
for both the individual and the organization, agreeing on the
instruments and questionnaires to be used, setting the time
frame and schedule of events and identifying the respondents
who will be interviewed or asked to complete a multi-rater
- The interviews are conducted and
combined with assessment data in a format that brings all
the information "to hand" to be
discussed during an extended feedback session. Initial reactions
and questions concerning the data are considered in this
and your coach each complete an exercise to consolidate the
data and identify the major themes and patterns. During this
meeting, the action plan begins to take shape.
- For the next
several months the you implement the action plan and meet
with our coach for a series of sessions to build skills,
measure progress, make any necessary adjustments to the plan,
and identify new issues as they arise. Coaching consists
of discussions, modeling, and skills practice.
this process you can develop a self-directed approach to increasing
behaviors that serve a more effective leadership role. At an
appropriate interval, usually ten to 12 months after the action
plan has been implemented, several follow-up interviews and/or
multi-rater assessments are conducted to determine the impact
of the coaching.