Custom Coaching
A spider’s web has a consistent look, but every web the spider creates is very different. Every leader and company is also very different. That’s why we don’t use a cookie-cutter approach for executive coaching. The process must fit not only the leader, but also the company’s values, culture, and environment. The coach must design a unique and customized process for every leader. Each engagement is customized process.
We share a similar philosophy of Frances Hesselbein, author, coach, and leadership thought leader. According to Frances:
What I do, I don’t call coaching. I talk with people. I advise and discuss. It’s circular. My “coaching” is based on what each person needs. That need is different and must be discovered through the course of our work together. It’s a partnership. Together, we draw closer to answers that are meaningful.
We customize the process from the onset. Typically at the beginning of an engagement, many consultants use stock 360° feedback questionnaires to gain insight of the leader’s strengths and weaknesses. These tools are certainly cost effect and provide good insight. However, often you need to wade through dozens of competencies to find key areas of focus. Certainly it helps to review some of the positive strengths, but customization provides a quick and more focused discovery. Our intent when we begin a coaching assignment to understand and target the exact development areas that the coach will focus and spend substantial time with coaching activities. identify development areas the coach interviews the line and human resources managers. During these interviews the coach learns the issues and reasons to hire an executive coach. After gathering preliminary data, the coach develops an initial battery of 15-20 background questions to discuss with the coachee at the two hour initial meeting. The leader gets a copy of these questions in advance of the first meeting.
As a result of interviews with the line manager, HR manager, and the coachee, coupled with the results of preliminary questions the coach prepares a customized 360° questionnaire. The questions are designed to capture feedback from at least ten of the participant’s colleagues. The coach asks open-ended questions focusing on strengths and weaknesses, leadership and management style, communications style, strategic thinking, delegation and accountability skills, decision making approach, team building and the coachee’s ability to mentor and develop subordinates along with a number of other questions regarding key behaviors and individual skill sets.
A typical questionnaire is designed for face-to-face interviews. By interviewing in person, I get the opportunity to ask follow up questions for clarity and to seek examples of a particular behavior or trait. If that’s not feasible the conversations are scheduled over the phone or by a custom survey.
The results of interviews are discussed with the leader in a confidential and anonymous feedback report. This report is the foundation for their development plan. The plan is presented to the line manager and an agreement is established with the line manager, the leader and the coach all involved. The plan defines the coaching objectives and includes a metric for success.
With this plan in place the actual coaching begins. It’s flexible and can change based on our discovery together.
To learn more about executive custom coaching, please call us at 513-772-5115 or contact us for a preliminary discussion.
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