INITIAL INTAKE MEETING: Client’s Perception of Self & Coach’s Perception of Client
Check for fit and chemistry between Coach and Client
Exchange information about each other
Get a general sense of what the client would like to achieve in working together
Understand expectations, answer any questions
Discuss how we would work together and co-design the coaching relationship
Spend actual time during this meeting to coach a topic that is real to the client
Give direct feedback to the client on observations on the actual interaction
AGREEMENT: Discussion with sponsor organization for agreement, including reporting requirements (if any) & confidentiality guidelines
ASSESSMENT & CALIBRATION: Gather information through direct observation, external sources and client themselves. Gauge client perception about the feedback received and readiness for change. Synchronize various perceptions in order to determine both immediate actions as well as the scope of the ongoing coaching engagement to optimize the performance of the client. GROUNDING: Seek to understand client’s view of his strengths, desires, inspirations and goals. Start to develop a picture of the client’s management style, framework or disciplines utilized, philosophy, sense of priorities and commitments, and areas of concern, fears or obstacles. DIRECT OBSERVATION: Observation through daily routine, in meetings, and in normal travel/visitation of sites. Observation includes style, habits, patterns, processes used. Coach will not intervene during the course of the day, simply observe, ask clarifying questions. Daily dialogue at the end of each day where Coach shares observations and inquires what is going on for client at those moments. EXTERNAL SOURCES: Utilize existing information available in 360 surveys or other instruments. INTERVIEWS: Conduct personal interviews with those surrounding client including CEO, Manager, Peers, Direct Reports. Incorporate Sponsoring Organization requests & needs.
DEBRIEF: Present client will collated unfiltered observations, feedback, and feedforward suggestions, allowing client to digest how they are perceived by their organization and what others would like to have from the client
DECIDE: Set focus of coaching engagement, specific goals, measurements and time frames
ONE-ON-ONE COACHING: ongoing sessions with client 1-2 times per month
EXPLORE: Explore situations in the past in the areas raised by the feedback. Play the movie: What did the Client do? What was going on with the rest of the actors? Go one level deeper: Understand what is behind these behaviors. Explore alternatives: If one could re-write the script, what would the Client like to be able to do instead?
ACT: Select the specific behavior(s) to change, adopt or eliminate. Identify the specific triggers, anchors and beliefs that are driving the targeted behaviors. Decide what the Client would like to do instead when the situation arises. Re-write the script: Determine what needs to be in place for the Client to be able to exercise these new alternatives and get the desired outcomes. Client practices new skills and monitors self. Discuss with Coach what actions the Client has taken, what worked, what is still difficult or did not go as expected.
MONITOR: Select method for gaining feedback and feedforward suggestions during engagement. Client is encouraged to select a personal advisory team, sharing with them specifically what the Client would like to change and elicit their help in the process. Seek feedback and feedforward throughout the coaching engagement (and thereafter).
ASSESS: Measure end-point progress: consistency of exhibiting selected behaviors, personal interviews and/or existing survey instruments.
INTEGRATE: Have the Client review learnings throughout the coaching process and help the Client determine what, if anything, they need to do additionally in order to sustain this change.
WRAP UP: Close this specific coaching engagement. Determine whether or not to continue on to the next focal area/engagement.