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The Coaching Process |
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The Leadership Coaching process depends upon the needs and interests of the organization and the executive. Coaching sessions provide knowledge, ideas, actions and action reinforcement for real time work situations. In most instances, coaching addresses particular skills or performance enhancements and, therefore, a fixed time frame is established for each assignment; typically 3 or 6 months.
The Leadership Coaching process begins meeting with the executive and, if appropriate, the executive's manager and/or HR to concur on coaching needs and outcome expectations. The ongoing coaching meetings are held weekly or every other week in the executive's office or other convenient location, and typically last one to one-and-one-half hours. Distant coaching assignments are often a combination of face-to-face and phone. Information such as performance appraisals, business plans and goals, and other internal data along with the Myers Briggs Type Indicator® instrument are typically utilized to provide the coach with a broad background spectrum and to ensure the leader receives the most value out of the process. This accumulated database forms the foundation for an action oriented plan of behaviors and skills utilized during the assignment and carrying forward. Other constituencies, as applicable, may be interviewed during the coaching process to provide additional data points. These interviews may be informal or become part of a structured "360" process that provides a confidential "360° Feedback Report" for the executive. The Coaching process requires a commitment from both the leader and the coach; a commitment of time to meet on a regularly scheduled basis and a commitment to work to optimize the leader's capabilities. The coaching process also requires an environment of mutual trust and confidentiality.
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