Coaching Is a Process
Every coach should have a methodology or process. It’s like a map or road to follow. Without a coaching process, change is unlikely and the outcome will be questionable. Every client is different and the process will be customized to meet the needs of the client and leader. However, here is a typical process that we often use.
Step 1 – Intial Meeting
The coach and the leader meet to determine mutual interest for a coaching relationship. Leader determines if the coach has the right credentials and experiences to help them succeed. The coach determines if the leader has the motivation to change. There is an understanding that if this meeting doesn’t work, each party can walk away from the coaching engagement. At the end of the meeting if a bond is established, they move on to the next step.
Step 2 – Identify Stakeholders
The coach and leader identify stakeholders who can provide balanced feedback in the assessment and potentially in the developmental process. They become the leader’s team.
Step 3 – Meeting with Manager
The leader’s manager or Human Resources is consulted for approval and support.
Step 4 – Assessment
The coach selects an assessment method for the coaching. and may conduct confidential interviews with various stakeholders to get data and feedback about the leader. 360º feedback instruments may be used along with ainterpersonal or an emotional intelligence assessment of the leader’s behaviors. The coach may also interview stakeholders to elaborate about 360º feedback and get verbatim responses.
Step 5 – Review Assessment and Develop Change Plan
The coach and the leader meet to review and discuss the results of the assessment. A comprehensive and confidential report is provided to the leader. Together they analyze the data and identify key strengths and weaknesses. Usually they select 1-2 weaknesses to work on together. They also determine which stakeholders should be involved in the leader’s development plan.
Step 6 – Collect Feedback from Stakeholders
The leader and stakeholders meet to discuss the key weaknesses. Stakeholders are asked to provide feedback and suggestions on how to improve. When successful people develop and express these goals to others and involve the stakeholders in their development, measurable change is much more likely to occur.
Step 7 – Develop and Implement Action Plan
After the stakeholders meetings, the coach and leader develop an action plan with specific and measurable outcomes based on the input and ideas from the stakeholders. The coach will work with the leader on his/her development plan to provide guidance and or training. If training is required, we use books, action learning projects, online courses, other appropriate individualized instruction and tools. The action plan will be reviewed monthly and revised according to the leader’s progress. Regularly schedule face-to-face coaching session will as required. Telephone meetings are also scheduled to provide encouragement and reinforcement.
Step 8 – Discovery
The leader and stakeholders will meet on a monthly basis to provide 30-day additional feedback and additional suggestions. A mentoring relationship will be developed between stakeholder and leader. Depending on the stakeholders’ feedback, the coach may adjust the action plan regularly.
Step 9 – Evaluation
Short surveys to stakeholders are used the midpoint and at the end of the coaching engagement. These surveys are designed to assess the stakeholders’ attitudes and evaluation of the leader’s improvement during the coaching period.
To learn more about executive coaching, call us at 513-772-5115 or contact us for a preliminary discussion.