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While each coaching relationship is unique, based on
what you want to accomplish, your personal style and values, here's an outline of
a typical process: Partnering Get acquainted. Explore leader's background and vision for future. Agree on framework for working together. Typical format might be three forty-minute phone appointments per month. Discovery Gather feedback on leader's strengths, soft spots and potential blind spots. Many leaders opt for research-based assessments such as multi-rater surveys. Complete appropriate self-awareness tool if desired. Reflection & Goal Setting Review results of discovery process and gain clarity of strengths, soft spots and personal development goals. Based on insights, determine where personal growth would be useful. Development Planning Create a development plan to work on priority growth areas. Decide preferred way of getting information or experience. Learning approaches might include recommended reading, on-the-job projects or assignments, self-study materials, volunteer work, mentoring, seminars, etc. Set target dates and deadlines. Making it Happen Keep growth priorities from ending up on the back burner through regularly scheduled coaching conversations. Spontaneous calls and e-mails are also encouraged for ongoing support. Follow-Up After predetermined interval, check progress with feedback givers. This might be accomplished through another round of surveys, or in a less formal way. Celebrate progress. Update original goals or set new ones. Continue journey of growth individually or with coach. |
