Our Methodology

Our Systematic Approach to Executive Coaching

We use a variety of models, approaches and techniques in our developmental coaching work with executives, depending upon the unique situation.

Here is our systematic process for executive coaching:

1. Orientation to Coaching:

The initial phase of the process is intended to orient you to the executive coaching process, begin establishing trust and gain your commitment to the process. This orientation is designed to establish the logistics of the coaching process including clarifying expectations, responsibilities and timeline dates. Most importantly this initial phase is designed to initiate a collaborative, working partnership between you and your coach.

2. Developing Context for Coaching:

Coaching in this phase of the engagement builds context for later phases of coaching through reviews of your life and career, with special focus on your role within the organization. Both work-related and outside factors which may affect the coaching process can be identified and planned for. Discussions about your role in the organization provide a foundation for how coaching will facilitate both your individual and organizational development. Understanding the context of your situation, helps both the coach and you better understand your concerns and presenting situations.

3. Fact Finding (Assessment), Feedback, Feedforward and Focus:

Once the context for coaching is clarified and understood, this phase continues with gathering specific information about situations, relationships, and behavior patterns which are relevant to your presenting situation. In addition to enhancing your self-awareness of your behavioral patterns, feedback can provide you with a more accurate understanding of how you are perceived within the organization including both value you bring to the organization and areas needing further development.

In addition to providing feedback, the coaching process is designed to help you clarify, validate and prioritize those areas which will provide the greatest benefit for both you and the organization.

Feedforward involves soliciting suggestions from others for future desired behavior that helps bring focus to the development process.

Once you choose your developmental priorities and focus, you are asked to make a commitment to active, ongoing development in the areas you choose.

4. Development Planning:

Once you make a commitment to developing new behavior patterns in an area of focus, this phase continues with the creation of a written action or development plan. The plan details the behavior you will develop and outlines clear action steps you must take to achieve your development goal(s). Within this phase you will learn practical, evidence-based approaches to systematic behavior change and how to use these approaches as a foundation for planning for success in your development.

5. Coaching to the Development Plan:

Once the focus for coaching has been clarified and a development plan drafted and finalized, this phase of coaching calls for implementing or executing your plan to achieve your developmental goals. The implementation of your development plan calls for daily action and reflection on your actions to learn how you are developing your new behavior, to celebrate successes and find solutions to barriers. In this phase the development of new behavior is associated with impact on others, and possible impact on your key performance metrics.

6. Reassessment and Planning Next Steps:

Toward the end of our executive coaching engagement, we will reassess your progress based on your initial objectives for coaching. We will assess your reactions to coaching, what you have learned that you can use in the future, what impact your new behavior has had on others and your organization’s performance, and other aspects of the value of coaching. If you are ready to continue your development with your next developmental priority, we will plan those next steps based on our learning from this coaching cycle, and you will draft a new development plan.

7. Closure and Evaluation:

As we come to the end of our engagement we will meet once again with your coaching sponsors to review progress, the value you and the organization received from coaching, and next steps. If you have created a new development plan, you will be able to share it with your sponsors to get feedback and support for follow-through with implementing it.