Executive Coaching That Works

The Process: 

1. Define the coaching process as part of the larger leadership development investment the  

     company is making. Coaching is another way to develop and enhance the skills and abilities of 

     the leaders.

2.  The coaching process will align with the overall organizations culture requirements and 

      performance goals. This investment is being made to enhance team and individual performance 

      to build a culture of respect and engagement.

3.  The leaders involved in this process will achieve increased leadership capacity by addressing 

      specific and defined development opportunities and strengths.

4.  The process can be designed to be an intact team event or designed to focus on key one-on-

      one relationships. 

Key Steps in the Process:

1.  Frame up the coaching process with the key sponsor and coaching participant.                            

     This would involve an in-depth discussion to define the current situation and key outcome 

     requirements for the organization, coaching participant and sponsors.

2. Build a contract with the coaching participant that clearly defines key developmental 

     opportunities designed to improve leadership skills and abilities. Participant must understand 

     how personal improvements will lead to improved performance for the organization, team 

     and leader. 

3.  Participant, coach and sponsor build a workable plan to achieve the stated outcomes and 

     objectives. This process needs to be a collaborative effort that allows for several alternatives,    

     with the final selection being the plan having the best chance for success. The time frame of  

     the plan would be 2 months, depending on the content.

4.  Plan is initiated with clear and concise feedback loops built in. There will be scheduled feedback 

     discussions between the participant and coach, participant and sponsor, and coach and sponsor.

5.  Transition continued support for development to sponsor and selected internal resources. The 

      role of the external coach will be phased out once we have achieved the initial plan results. 

      Additional development plans can be added at this point if needed, but the role should shift more 

      to the participant’s immediate supervisor and staff support.