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Leadership Coaching FAQs | Case Studies
. Leadership and Performance Coaching .
We apply a comprehensive coaching process to help leaders achieve their goals:
PHASE I- DETERMINE NEEDS
- Interview authorizing customer (manager) to assess current strengths, behavioral liability, and/or developmental goals in relation to professional/organizational expectations, opportunities and problem areas.
- Conduct a one-on-one meeting with client (person being coached) where 'fit', confidentiality, ground rules and the coaching approach are discussed and agreed upon. Discuss client's vision of the performance and
results desired, and skills/style needed to achieve it.
PHASE II- GATHER INFORMATION
- Gather data using state-of-the-art 360 assessments, observations and interviews of stakeholders.
- Compile and analyze data producing a summary report that crystallizes the central themes and issues to be addressed.
- Review compiled information with client to make sure he/she is able to identify and understand key strengths and areas for development.
PHASE III- CONTRACT FOR RESULTS
- Contract with client to create development plan that identifies behavioral goals and objectives, specific steps to be taken, role expectations, commitments and anticipated time frame.
- Clarify expectations with customer and other stakeholders to bring them an understanding of the process.
PHASE IV -DEVELOP SKILLS AND STYLE
- Coach client in the development of new skills, styles and strategies to address and solve problems, create behavior change and enhance leadership development.
- Provide observations and feedback to increase self-awareness, self-reflection and behavioral insight.
- Provide information, tools and techniques to support development and change.
- Provide a practice arena for new behaviors through role-plays as well as observation and feedback of client in difficult situations.
- Provide coaching as needed to other members of the team or stakeholders to support the client's development.
- Monitor continued progress through face-to-face meetings and/or phone consultations.
PHASE V- CONDUCT REASSESSMENT
- Reassess behavior change with assessment instruments and/or feedback from original stakeholders.
PHASE VI -TERMINATE PROCESS
- Conduct final session with client to bring closure to the process.
- Maintain contact with client with periodic follow-ups, consultations and fine-tuning, upon request.
. For additional information, contact us. .
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. Frequently Asked Questions .
What is Coaching?
Coaching provides a process for individuals to explore their own important issues. It is a series of structured conversations over a
sustained period of time. It supports them in a journey to achieve greater fulfillment and success in how they accomplish their work and
create their lives. It is designed to address specific needs and concerns of the client. The result of coaching is sustained behavioral changes.
What is its value to an organization?
The process of coaching can help individuals and through them, organizations, achieve greater productivity and satisfaction. The more
aware leaders are, the more clearly they can observe and understand their role in helping the organization achieve its goals. Coaching helps leaders broaden their view of themselves and how they can
impact the strength and sustainability of the organization.
Who will benefit from coaching?
Coaching is especially helpful for people in leadership roles. Business leaders, owners, CEO's, entrepreneurs, directors, managers and
emerging leaders are all good candidates - any one with a business-related objective and who is ready to take action. Coaching conversations can be aimed at achieving better results, developing
mastery, or exploring possibilities for the future. It is especially helpful for those who have just transitioned into new positions.
8 Benefits of coaching:
- Increase self-awareness and self-management.
- See the world from an expanded point of view.
- Create more health, stability, balance and fulfillment in life
- Become a better "self-observer" as well as an observer of others and the organizational environment.
- Improve listening, communication skills, and relationships with others.
- Develop more awareness on the effects of actions on intended outcomes and on relationships.
- Become more effective at following through with personal commitments.
- Explore possibilities for creating the future and making important decisions.
How long does it take?
There is really no "typical" coaching engagement; however, most coaching relationships begin with a six-month commitment. At the
end of that time, the coach and client evaluate the process and make a joint decision about whether to continue the meetings.
How often do clients and coaches meet?
The coach and the client make that decision jointly. It is usually twice a month but may be as often as once a week. In between meetings,
the coach and the client may check in to see how things are going.
What kinds of issues are discussed in coaching?
The issues and agenda are driven by the needs of the client. Issues can range from personal to professional as they impact
leadership. Topics include improving productivity and relationships, managing time, leading more effectively, creating fulfillment and balance in life, successfully navigating life transitions.
What will my coach ask me to do?
A coach will assign exercises to help the client become aware of their behavior and attitudes in the area of desired change. "Practices" will
also be designed by the coach to help modify behavior and improve performance. Coaching assignments are designed to meet the client where they are and help them achieve their desired outcome.
Will my coach help me solve my problems or tell me what to do?
The coach's role is to be an advisor not a solver of problems. A coach will guide the client through a process of self-discovery. Believing the
client has wisdom and answers, the coach comes with the questions. The coach's role is to work herself out of a job by helping the client develop a new set of eyes through which to solve issues.
How is coaching different from therapy?
Counselors and therapists tend to focus on psychological issues with an emphasis on the diagnosis, analysis, or healing of the client.
Coaching focuses on results and performance believing the client is already healthy. It emphasizes taking action and sustaining changes over time. A coach helps clients seek to create and implement
achievable plans that will move them closer to their goals.
What is the difference between a coach and a consultant?
A business consultant usually provides advice or expert knowledge. There is a lot of accountability on the consultant for delivering on the
desired outcome. Coaches are listening, questioning, observing, and feedback partners who facilitate client self-discovery, reflection, goal setting and accountability.
How do you achieve sustained behavioral change?
First, by building a trusting relationship. The key to coaching is trust. By listening intently and really hearing your "story" your coach
is creating a safe environment that allows you to explore the both the opportunities and challenges you face with someone who will keep your confidences and has your best interests at heart. In addition,
the coach acts as a mirror so you can begin to hear what you are saying in a deeper, more reflective way. This sets the stage for change.
Second, by exploring limiting beliefs and assumptions. All of us have beliefs and assumptions about ourselves and others that limit our ability to develop new ways of thinking, seeing possibilities and
taking actions that we had not previously considered. By questioning your assumptions and beliefs, your coach will help you look at them from new and different to help you "think outside the box."
Third, through self-observation and self-correction. As you discuss and explore the issues that are most important to you, your coach will
ask you to observe your own behavior in different situations where you are experiencing difficulties or frustrations in achieving your goals. These situations range from observing your behavior in
meetings, presentations, how you are interacting in one-on-one relationships, etc. You may be surprised by what you observe - how we say we act and what we actually do may be vastly different.
Through self-observation you will begin to identify behaviors that are counterproductive and be internally motivated to change them.
Fourth, through feedback. Your coach, acting as an independent observer, will also give you feedback on behaviors that he/she observes either in coaching sessions or in meetings with others. A
strong coach will tell you clearly and precisely what he or she perceives about your behaviors and their effects on others. You may also choose to use a 360° feedback instrument or have your coach
conduct interviews and/or focus groups to provide you with additional data about how others perceive you as well.
Fifth, through generating options about what you want to change. Through the processes of feedback and self-observation, you will identify behaviors that are not serving you well. Your coach will
encourage you to weigh the costs and benefits of your current behaviors and decide if you want to change these. The coach will respect you making a conscious choice to live with the behaviors or
work to change them.
Sixth, practicing new behaviors. Your coach will help you choose which behaviors you want to change and assign activities and practices so you will develop new, more constructive behaviors. These
include readings, self-reflection, discussions, and specific activities. With the sustained support of your coach, you will refine the new behaviors so they become new, more fruitful ways of being and acting
in your role as a leader.
What are the benefits to the business or organization?
When executives and other professionals experience the benefits outlined above it often has a positive impact throughout the entire
organization resulting in greater productivity and performance. According to a Manchester, Inc. survey of 100 executives, mostly from Fortune 1000 companies, a company's investment in coaching for its
executives realized an average return on investment (ROI) of almost six times the cost of the coaching!
One recent study found that executives who received training improved performance by 22 percent. However, those who received training plus executive coaching improved their performance by 86 percent!
Read our case studies for coaching >>
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