After an initial consultation with an HR sponsor, we typically offer two to three coaches for you / your executive client to consider. Once a coach has been selected:

1. S/he meets with the executive to gain a complete picture of their professional history, current situation, key concerns, and to determine their highest priority goals.

2. We strongly suggest our coach interviews the client's leader, co-workers, and direct reports, and/or conduct a leadership assessment, and/or review any in-house evaluations—all of which will be followed up with a thematic debrief.

3. Next, given the goals and the feedback received, the coach works with the executive to define achievable outcomes.

4. The coach will then customize a coaching plan with the executive that includes goals, and how they will work together with their coach. The plan will also include specific progress measures.

5. The coach will then conduct coaching conversations, seek periodic feedback, discuss real-world situations, and work out action plans accordingly.

6. Monthly progress check-ins, including process and progress versus outcomes will be conducted, and a one year, post-coaching "continuing development plan" is offered, and the coach will suggest it be shared by the client with their leader.

 

* These are the general steps; engagements vary. For example, sometimes there's no 360 evaluation, and/or we may suggest we involve a client's colleagues in their coaching process. This is all decided in collaboration with the executive up front, and s/he has the final say about our process. Our clients like that we have no "cookie cutter" approach, and appreciate the care we give to taking into account their challenges, organizational culture, and how these influence and customize the coaching approach.