PHASE 3: The Executive Coaching Process
The executive and the coach meet regularly to implement the development plan and discuss alternative strategies to try going forward. The coach is there to monitor progress toward agreed-upon commitments and to help the executive learn alternative ways of managing problematic situations.
The coach may also function as a unique sounding board, benign “conscience” and devil’s advocate – a confidant with whom the executive can share observations and perceptions too delicate to discuss with others.
Coaching sessions are customized to the executive’s needs with a communication core as follows:
- Regular weekly or bi-weekly coaching sessions, in person or by phone as appropriate
- Unlimited “real time” access via phone, text or email for coaching support between sessions.
The coach acts as a catalyst to harness the executive’s own resources and focus them for greater success. We will offer suggestions that have worked for others and will help the executive examine whether their actions are consistent with their intentions. However, the executive remains responsible for making decisions and taking the steps necessary to produce the desired behavioural changes.
The coach may also suggest or forward relevant information (e.g. case studies, journal articles, and Internet websites) to assist with the executive’s growth.
Coaching tools we use include:
- “Enlightened conversation”: Active, insightful listening, with feedback to celebrate progress and identify causes and solutions when objectives are not being met.
- Role playing: Allows the executive to practice new skills or a new leadership style
- Psychological assessment and/or 360º feedback, when appropriate.
- Assigning/Monitoring between-sessions homework, where the executive can practice new behaviours and discuss the results during subsequent coaching sessions.
- Live observation – watching the executive in an actual work situation.