Step 1: Coaching Agreement:  You and I will mutually define a coaching intervention to address key identified issues along with a metric to evaluate coaching effectiveness.   The client relationship will be defined along with a discussion of relevant assessment(s) to facilitate the coaching process.

Step 2: Job Performance Assessment: You will complete one of our job-related/management assessment instruments targeted to critical performance/leadership/managerial/personal development competencies associated with high performance. These assessments might include (but are not limited to) a personality, career or stress/resilience measure depending on the coaching goals.

Step 3: Coaching & Feedback Meeting(s): You and I will engage in feedback and coaching meeting(s) to discuss the results and findings from the management assessment instruments. Feedback meetings will also discuss current work, team and organizational situations that arise during the coaching process.   When appropriate, coaching meetings will also include review of relevant resources, assigned readings and materials relevant to the key coaching goals agreed to.

Step 4: Implementation of the Development Plan: To complete the coaching process, we will jointly create and discuss a professional  development  action plan  – utilizing the detailed reports from the assessment(s) as well as conclusions derived from the feedback and coaching session(s).

The goal of coaching is to change something, to do something differently in order to change your patterns, which led to an undesirable outcome…to influence…