The Coaching Process

The underlying premise of coaching is that you are the owner and driver of the change you want to see. The coaching process enables your continued success and helps you address short-term issues, achieve long-term goals, and ensure lasting change as you sail toward your brighter horizon.

All leadership coaching is tailored to your specific needs. This high level customization allows you to grow your leadership capacity and develop specific skills. It offers a toolkit to improve personal effectiveness and sustainable business growth, and it helps you become self-correcting and able to gain perspective on your own actions and the actions of others even after coaching is complete.

While every coaching assignment is unique, the process frequently follows a six-step process.

Step 1: Establish Success Criteria

The process begins with a candid, in-depth conversation about your situational context and present challenges. We define specific coaching goals and the objectives you most desire to achieve short- and longer-term momentum. We will also engage in a three-way meeting between you, your manager, and me to confirm our context and ensure alignment of desired success criteria.

Step 2: Observe

I conduct an upfront series of interviews to gather information and understand your own assessment of your strengths and development opportunities. We gather additional data from leadership diagnostic tools and assessments.

In many cases, your organization has already completed a leadership assessment. I am open to using whatever leadership diagnostic tools your organization uses in-house and/or recommending appropriate tools.

Step 3: Listen

We do not live in isolation but rather lead and belong among a community of colleagues, partners, direct reports, and other stakeholders. They can provide perspective of our strengths and unique capabilities, illuminate blind spots, and highlight opportunities for development or limiting behaviors that may be hindering or holding us back from our best.

I conduct interviews with a representative stakeholder group who can provide a 360-degree perspective, and I work with you to interpret their suggestions about what and how to change.

Typically your stakeholder group will consist of six to eight of your colleagues who are best able to comment on your behaviors, including your manager, selected peers, and direct reports.

Step 4: Reflect

You are encouraged to reflect upon the information we have gathered and give yourself time for innovation and creativity as you evaluate benefits and consequences of potential options and explore new possibilities and solutions.

You will write a forward development plan that includes a declaration of goals and objectives, desired outcomes, action steps, and key milestone dates for completion. You and I will review the development plan with your manager for buy-in, and additional support and periodic feedback will be solicited from your key stakeholder group.

Step 5: Go Forward

As you put your plan into practice, I support you with regular coaching sessions that reinforce and encourage the tenacity and diligence necessary to sustain your desired behavioral changes.

You’ll seek to demonstrate the desired behaviors in real time situations for practical application throughout the implementation process. I may suggest additional activities or develop a series of exercises to help you break through barriers, maintain forward progress, and fine-tune your personal and professional goals.

Step 6: Review

At the conclusion of our engagement, we will conduct a meeting between you, your manager, and me to review your plan, progress, and next steps for ongoing development.

We measure success based on your satisfaction and, more importantly, on the assessment of your stakeholders as to how well you’ve progressed with your goals.

To learn how you or your leadership team can benefit from this coaching process, CLICK HERE.

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