The frantic pace of business today requires new leadership tools. Whether you need to onboard a new team member, further your own leadership skills or take a good hard look at your career, our phased process is designed to get you there. Our tailored strategy gives you the ability to manage change while successfully influencing and motivating others to perform.

Phase I: Guidelines and Agreement

A meeting is held to establish clear guidelines for desired outcomes and to set a scope of work. A confidentiality agreement will also be signed by the coach to underscore the coach's commitment to creating a trusting and confidential relationship. The following will be defined at this time:

• Goals and objectives
  
• Measurable business results expected
• Key behaviors needed to achieve results
• Expectations, commitments, timelines and ground rules

Phase II: Data Gathering and Assessment

After Phase I, the client reviews the coaching process outline and completes the background information form found in the welcome packet. The following information will be collected:

• Performance reviews and executive development plans
• Interviews and feedback from all levels of the executive's environment

The information is then assessed and reviewed with the executive to help them understand and assimilate the information. The aim is to achieve an understanding of:

• Current goals and challenges
• Demonstrated leadership capabilities
• Natural strengths and talents
• Personality effects on leadership
• Obstacles to future success

Phase III: Action Plan

The action plan, which includes the objectives and measurable outcomes, provides the basis for all coaching sessions. It addresses the key areas to focus on and is essential for the coaching relationship to work.

The plan incorporates the executive's strengths, and aims to minimize weaknesses, while focusing on areas to be improved. The plan includes:

• Written summary of feedback interview data
• Interpretation and feedback to client from interviews
• Completion of development plan with client
• Review of development plan with boss and/or HR personnel (if necessary)

Phase IV: Coaching

During this phase, the action plan is put into play. Depending on requirements, the sessions can be face to face or by phone. Ongoing support is provided through email.

This phase is customized to the clients' needs; however it usually includes several of the following:

• One-hour weekly or bi-weekly coaching sessions, in-person or by phone
• Unlimited telephone, email, and cell phone access for coaching support between sessions
• "Shadowing" or "live action coaching" followed by immediate feedback and practical tips
• Role playing, practicing new skills or a new leadership style
• Completing assignments between sessions, activities, readings, networking, etc.

Learning more effective behaviors, responses, and skills takes time, and the client is expected to make a commitment to the program to make it work. Unlearning less effective patterns and responses also takes time. Progress is made through the combined efforts of the motivated client and the support, tips, practice areas and questions of the coach.

At the halfway point, we hold an informal review. Feedback is collected from key stakeholders to determine what progress has been made and to determine what still needs improvement.

Phase V: Completion and Evaluation

At the end of the coaching engagement, review of the coaching process takes place. Feedback is collected on what has worked well, the progress made and areas still needing improvement. This gathering of information can occur from discussions with the stakeholders, supervisors, direct reports or peers. These final results will be compared to the initial goals and objectives. During the final phase we discuss the client's progress, evaluate the coaching assignment and help the client build support structures to maintain new behaviors and relationships.

Phase VI: Follow-Up

At the conclusion of the formal coaching sessions, a maintenance plan is established to sustain the behavior changes. The plan maps out the roles of the executive, their manager, and the organization, and includes one follow-up meeting scheduled 4-8 weeks after completion of the coaching process.