Coaching typically begins as a 6 month program, with a defined number of coaching sessions each month, assessments, an action plan, progress discussions, and a summary report.
One-on-one coaching is available to assist executives and leaders develop new skills, improve performance, overcome leadership challenges, adopt behaviours that are set in success, transition smoothly into their role, and prepare for future opportunities.
One-on-one coaching to develop new skills, improve personal and team performance, change specific behaviours, transition smoothly into their role, and prepare for future opportunities.
Engage: Definition & Coach Selection
Discover: Assessments & Gap Understanding
Develop: Deep Dive into Change
Sustain: Evaluate & Establish a Support Plan
All parties are three parts of a trusting relationship that is grounded in and sustained by the belief that confidentiality is the basis of the relationship.
All parties agree to be fully transparent about the objectives and end-result of coaching. While coaching is an investment in helping the employee develop and become more effective, it may also be used as a last effort in supporting an employee to adjust performance.
The three partners in a coaching engagement (the coachee, the coach, and the supervisor) must see themselves as partners in the coaching process and share a true sense of ownership and accountability for success.
The relationship between the coach and the coachee is sensitive and private. To maintain this relationship, all parties must be clear about the ground rules for confidentiality, guidelines, and the rules of engagement.
There must be a set of clear, specific desired results expected from the coaching engagement. This should be documented in a coaching plan that outlines expected deadlines for accomplishing each goal, feedback mechanisms and timing, and coaching session activities that focus on achieving the agreed-upon goals.