Coaching - Intensive, Individualized & Focused Development

Coaching describes the creation of a relational space conducive to deep reflection and honest, forthright, and challenging conversation. The coaching relationship serves as an accountability partnership - where the partnership catalyzes and charts progress towards goals.

Coaching is also a mirror – one where unbiased observations are shared and discussed. Coaching often involves reflection, inquiry, observation, participation, planning, experimenting, scripting, rehearsing, discussing, and much more. Coaching involves planning for change, trying out new ways of thinking, feeling, and acting, and modifying plans to best accomplish goals and objectives.

In all our coaching, we take an “inside-out” approach. We start with helping our clients identify the breakthrough they are after, and then work with them to peel back the layers of their awareness to discover what inside them needs to shift to achieve that breakthrough. We work at the level of behavior and skill, but always as part of a deeper inquiry into the transformation of mindset, belief, and emotional patterns required to make and sustain desired behavior change.

We provide three different types of coaching:

• Executive Coaching: For senior-most leaders pursuing personal breakthroughs in mindset, emotional patterns, and leadership behavior as it relates to increasing one’s impact as an executive.
• Transformation Coaching: Ongoing support in the strategic design and implementation of organizational transformation efforts one either leads or supports - all balanced with self-awareness and personal development as it relates to the change role.
• Self-Development Coaching: Deep, focused, meaningful support for personal breakthrough and mastery, including applications of proven self-mastery practices.

A typical coaching process:

1. Begins with a “chemistry meeting” – to ensure that both coach and coachee align in terms of values, principles, approaches, styles, and intentions.
2. Then comes a kick-off meeting between coach and coachee to create a coaching plan (topics for focus, learning objectives, current strengths, ideal working relationship, logistics of coaching, metrics to measure progress, etc.).
3. For some, the next step is an alignment meeting that often includes the coach, coachee and the coachee’s immediate supervisor or key board member (if applicable) to ensure goal and process alignment. For others, the next step is what we call an Intensive – a focused period of time (often single or multiple days of extensive work sessions) of intense self-inquiry that brings development-critical awareness to the surface.
4. We often use assessments or qualitative 360-degree interviews to help further calibrate developmental direction and key actions.
5. The bulk of coaching consists of core sessions - 60- to 90-minute (or longer) confidential meetings (live, via web-conference or phone), observation opportunities, or live practice sessions – based on the mutual availability of the coach and the coachee.
6. Progress Checks: An effective coaching plan specifies the necessary “progress check” meetings intended to ensure that: 1) Coaching processes and activities have been accurately scoped; 2) Development progress is being made, and that; 3) Coaching is adding value and improving the likelihood of achieving the desired outcomes.