Coaching involves partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential. This includes addressing work/life issues, improving leadership skills, maximizing strengths or unlocking latent potential. The coach works with the client to: (1) discover, clarify, and align with what the client wants to achieve; (2) encourage client self-discovery; (3) elicit client-generated solutions and strategies; and (4) hold the client responsible and accountable. To produce new insight and sustainable change, the coaching program is generally a customized program that includes some or all of the following components:

Internal Process: The manager identifies coaching needs and works with the HR business partner, if needed, to determine coaching requirements.

Contracting: Manager or HR partner request coaching proposals that address the scope, timing and expected outcomes. They discuss expectations and process with the coaching client, and work with the coaching client to select an appropriate coach.

Coaching Process:

Phase 1: Establish parameters and expectations for the coaching relationship (including confidentiality parameters), develop measurable and sustainable goals (which are regularly refined), and define success.

Phase 2: Identify and execute data collection strategies, which may include the potential use of new or existing assessment tools.

Phase 3: Review and assess data collection feedback, including any live action observations from meetings with peers, teammates and executive leaders; develop action plans to address major areas of learning and development; and support accountability for follow-through.

Phase 4: Evaluate outcomes, develop recommendations for sustaining progress, and determine resources needed for supporting long-term and sustainable behavioral change.

Duration and Frequency: Coaching engagements range from three to six months in duration, with one hour coaching sessions scheduled approximately twice per month.