Three Month Executive Coaching Process

*Executive Coaching Process*

Phase 1:  Contracting and Engagement

Coaching is a relationship built on a foundation of trust and open communication.  During the first meeting, the coach explains the coaching process and clarifies confidentiality and the rules of engagement.

Coaching goals are discussed and outcomes are established.  As part of this process, it may also be appropriate to meet with the organizational sponsor to gather additional information and clarify expectations.

Phase 2:  Gathering Information

During this phase, additional information is gathered relative to the strengths to be leveraged and development opportunities to be addressed for the executive being coached.  This can be accomplished through the use of in-depth interviews, psychometric assessments, multi-rater feedback, or direct observation of the executive in action.   Leveraging this information, the coach partners with the individual to create a development plan that will help to inform the coaching engagement.

Phase 3:  Coaching Sessions

The coach and executive connect regularly to strategize and discuss progress relative to the development plan.  Each coaching session has a specific objective and results in measurable outcomes and action steps to be taken.  Coaching meetings are structured to meet the executive’s needs and generally take place on a bi-weekly basis, in person, over the phone, or via SKYPE.  The individual has access to the coach by phone or email for support between sessions.  The role of the coach is not to provide advice, but rather to act as a catalyst.  The coach provides objective feedback and a safe and confidential space to engage in meaningful dialogue and practice new skills.  Asking powerful questions, acting as a thinking partner, and holding the executive accountable for commitments; the coach supports intentional thought and purposeful action in pursuit of goals.

Phase 4:  Assessing Progress and Providing Feedback

The executive and the coach review progress relative to the goals established at the outset of the coaching engagement.  With permission from the executive, it may be appropriate to solicit input from key stakeholders relative to changes noted in the executive’s style, approach or results.

This often includes:  improved interpersonal skills, enhanced communication, greater levels of collaboration or a more effective leadership style.  The coach and executive also discuss strategies to maintain progress and sustain results.

Opt Out Days: 10 days

Freelancecoach will hold your funds for 10 business day(s) before they will be released to the professional.