How does the coaching process and methodology work?

The coaching engagement typically starts as a trio  including the company sponsor, executive and coach. A kick off meeting aligns the trio on the overarching goals of the coaching engagement, confidentiality, and metrics by which our progress will be measured.  While most of the coaching engagement is 1:1 with the coach and executive client, the trio may regroup at half-point and at the completion of a 6- or 12- month coaching engagement.

The 1:1 coaching starts with a 'discovery session' where the coach develops an understanding of how the leader views their  strengths, accomplishments, challenges, skills, values and motivations. This is also when the leader selects their input reviewers for their 360 report. The summarized input provides insight on how the leaders own  self assessment compares with others. The 360 report is confidential and only shared by the coach to the  leader.

Ongoing coaching usually involves 45-60 minute  biweekly meetings with the coach and the leader where they discuss specific, relevant situations. The content of the coaching discussions are confidential between the executive and the coach as per the professional coaching ethics and standards set out by the International Coaching Federation. The coaching will allow the leader to explore different perspectives, identify underlying beliefs or emotions that may be limiting their success, and develop tools to strengthen their skills and develop new habits. At the end of the coaching meeting, the coach and leader will agree on action items to further their learning and help them grow. 

As the key learning happens in between coaching meetings, the coach is available to the leader for ongoing support and accountability to ensure their success. 

Following the coaching engagement, the coach will connect with both the sponsor and the leader separately at 3 months and 6 months to ensure the effectiveness of the coaching process.