Coaching describes the creation of a relational space conducive to deep reflection and honest, forthright, and challenging conversation. Metatropia coaches individuals and teams, and for both, the coaching relationship serves as an accountability partnership - where the partnership catalyzes and charts progress toward 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 individual and collective behavior change.
We provide two different types of coaching:
- Leadership Coaching: For leaders pursuing personal breakthroughs in mindset, emotional patterns, and leadership behavior as it relates to increasing one’s impact.
- Team Coaching: For teams challenged to bring their diverse sets of skills to solve problems, innovate, and execute strategy; teams that recognize their influence on the organization where everyone's work experience and culture is shaped.
A typical coaching process:
- Begins with a “chemistry meeting” – to ensure that both coach and team/coachee align in terms of values, principles, approaches, styles, and intentions.
- Then comes a kick-off meeting between the coach and team/coachee to create a coaching plan (topics for focus, learning objectives, current strengths, ideal working relationship, logistics of coaching, metrics to measure progress, etc.).
- For some, the next step is an alignment meeting that often includes the coach, team/coachee, and the team/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 team/self-inquiry that brings development-critical awareness to the surface.
- We often use team assessments or qualitative 360-degree interviews to help further calibrate developmental direction and key actions.
- 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 team/coachee.
- 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.