The following describes the typical process involved in a coaching engagement:
Intake Session: The coaching process begins with an intake session in which the coach seeks to understand the current satisfaction and effectiveness level of the client as well as their personality and communication style. This is done through a series of questions and assessments (e.g., Personal Style Inventory, Enneagram Assessment, 360 degree feedback survey, etc.). A 360 degree feedback assessment is very valuable to the coaching process. A highly recommended 360-degree feedback assessment is called The Leadership Circle Profile. It is performed with a selected group of individuals that represent a 360-degree view of the client’s strengths and improvement opportunities (e.g., manager, peers, employees, etc.). The Leadership Circle Profile is one of the most valuable and comprehensive 360 tools currently available. It measures 18 leadership competencies that have been well-researched and shown to be the most critical skill sets for a leader’s success. It also measures 11 internal assumptions or habits of thought that drive behaviors which can lead to productive or unproductive styles of leadership.
Develop Coaching Objectives: The result of the intake process is a set of measurable and/or observable outcomes that the coach and client work towards during the coaching engagement. If applicable, feedback and agreement on the outcomes is obtained from the client’s key stakeholder(s) prior to the start of coaching.
Hold Coaching Conversations: The client and coach then hold a series of coaching conversations that support the client in achieving the coaching outcomes (e.g., preparing the client to hold a coaching conversation with one of his/her employees). The typical amount of coaching provided is two to three hours per month with coaching sessions held approximately every two weeks. Intermittent short phone calls or emails are also included in the coaching process as needed.
Assignments: After each coaching session, the client is given assignments in the form of self-observation exercises, reflection questions and/or new practices which lead to sustainable change. If applicable, reading assignments may also be given.
Assess Results: At the end of the coaching program, the outcomes are evaluated to determine if they have been achieved, if more coaching support is required, or if new outcomes are desired.