The focus is determined at the beginning of the engagement by the client along with input from his/her manager, HR team member, and 360 feedback, if appropriate.
Typically, two to three focus areas are identified. These are used to guide our discussions and measure the effectiveness of the coaching.
Some sample goals (this is not an exhaustive list) from previous coaching engagements:
• Transition from a tactical manager to a more strategic leader.
• Develop an impactful executive presence.
• Have a better work/life balance.
• Learn how to work in a more matrixed/collaborative environment.
• Accelerate my team’s development.
• Build more self-confidence, especially in presenting to senior executives
The coaching client, with input from his/her manager and HR team member, finalises the list of stakeholders / interviewees (e.g. direct reports, peers, manager, business partners).
Feedback can be obtained using assessment tools like GLOF 360, GLA 360, Denison 360, Profilor 360 etc. and by the Coach scheduling interviews with select stakeholders to obtain more colour and examples.
The Coaching client provides support in scheduling the thirty-minute interviews with stakeholders.
The Coach will then collate the feedback and summarise it into a report that is then shared with the client. The entire feedback process typically takes two to four weeks to complete.
We are open to using your company’s approved / preferred 360 assessment tool, and those can be used in conjunction with the interviews or by itself.
With the exception of the first coaching session, the client typically sets the agenda for all coaching sessions. The Coach too can help contribute to it.
The real work around coaching happens in between the sessions especially when the client is practicing new behaviors, perspectives, and tools.
Typically the coach will meet with clients once in three weeks or at least once a month. Some clients prefer more frequent, shorter meetings which can be arranged.
We’d seek to measure progress in a transparent way. Using the Leadership behavior change goals that have been identified up front & the resulting action plans, ROI of coaching is measured by sending to key stakeholders – evaluation questions using the following 3 areas of measurement :
- Learning
- Application &
- Business Impact
The evaluation is sent to the client, his/her manager, and certain other key stakeholders at the end of the coaching and perhaps once in between if the coaching period is 9 months or longer. Each of them completes the evaluation independently and then the evaluations are shared by the Coach with the coaching client. We call it the leadership growth progress review