THE BENEFITS OF COACHING
Increased Awareness: This is about helping you become aware of the key behaviours that either help or hinder your progress and growth. We can’t change what we’re not aware of, so cultivating awareness in the client about how they show up and what they can do differently is crucial.
Alignment with your Organization’s Goals: Coaching works best when there is alignment with what you want to work on and what is significant to the organization. It is also important to have buy-in and involvement from a sponsor such as a direct boss or human resources leader, so there is a common understanding of the focus of the coaching as well as internal support for the process.
Taking Action: Creating clear goals and a written action plan will help provide a road map for achieving the vision for the future. The plan also provides a baseline for the current state, pre-coaching, and indicates progress toward the desired state post-coaching.
Accountability: Coaching by design creates the conditions for the you to take responsibility for your growth, and provides built-in accountability because the coach will check in on the progress you have made toward agreed-upon action items from the last coaching session.
Acceleration of Success: The pace in which you achieve results with coaching is often significantly accelerated due to the clarity of goals, support in overcoming obstacles, alignment on the focus of the coaching, a written action plan, and a committed coach that holds the you accountable. Challenges that you have faced for many months or even years that you have been unable to address on your own become resolved much quicker and with better results when a coach is involved.
Every coaching engagement follows a process. What is discovered within the process is wonderfully and uniquely all about your needs. The following describes the process involved in an Executive Coaching Engagement. Many of the same elements of the Coaching Process will be involved in Career Coaching, Life Coaching and Anxiety Coaching:
Step 1 - Initial meeting: Connect, understand and assess fit for you
Step 2 - Coaching Objectives and Discovery: Clearly define your desired outcome and understand more background
Step 3 - Coaching Engagement: Our sessions ensure that you are accountable, clear, and take real life action
Step 4 - Follow-up: Ensures that learning endures
Step 1 - Initial Meeting:
Every great coaching engagement begins with a first meeting. In some cases, some initial notes will precede the first meeting. The first meeting focuses on fit between the you and the coach. The coaching relationship is built on trust, communication and confidence.
We will discuss your history, career, personal and professional goals. It is very important that the coach understand what’s important to the you, and begin to see the world through your eyes.
We will review the coaching process, your responsibilities and the responsibilities of the coach, confidentiality and other essentials.
Step 2 - Coaching Objectives and Discovery:
When I am engaged as a coach by the organization (Executive Coaching ), it is important that engagement sponsor, a more senior leader or HR leader, are aligned with the goals of the coaching engagement. A periodic check-in or update is typical of most coaching engagements.
Should I be fortunate enough to be chosen as your coach in the engagement, I will create a complete and detailed Statement of Work outlining:
• Number of sessions
• Frequency of sessions
• Methods of contact, preferable in person or by Skype
• Periodic check-ins with the engagement sponsor if necessary
• Required reporting - all reporting and check-ins will be done with full visibility to the client, ensuring confidentiality and respect.
The coaching process then focuses on a deeper discovery. This can be accomplished through an additional meeting with you or a series of meetings with your superiors, colleagues and direct reports. This will depend on the nature and scope of the engagement.
Coaching happens in real-time! Feedback and guidance are given on the go. I want to understand what you want to change and results you hope to achieve, areas you want to improve and any counterproductive behaviours you wish to reduce or eliminate. It is important not to forget the talents and abilities that brought you success. We will want to advance those strengths.
A coach can observe and deliver insights that you may not have considered, and help translate them into action.
By the time the coaching engagement begins, a complete overview of the process will be clear to you and outlined in writing.
Step 3 - The Coaching Engagement:
• We will meet at regular intervals
• Time between sessions is maximized to ensure there is time to implement insights and discovery and that there is time to complete any agreed on “homework”
• The process may include role playing, an opportunity for the you to practice new skills, assessments to gain further insight or observing you live in an actual work situation
• You will have unlimited access by phone, email or text to support the process between sessions
It is my belief that the coach is responsible for holding the focus for the coaching engagement. We assess progress with measurable, objective assessments and feedback and subjective observations.
Step 4 - Follow-Up:
Once the engagement has concluded, we schedule a follow up meeting to determine a path for sustained professional and personal growth and change. This may involve one or two additional meetings as time progresses.
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