Successful Executive Coaching Engagements in Six Steps
Once you have explored these areas as part of determining who to engage as your executive coach, it is important to ask some questions about the executive coaching engagement process itself.
Berlineaton coaching engagements follow this six-step process:
Relate – Meet and get to know one another, and determine if there is a good, trusting 'fit' between the three parties: the coach, the leader, and the organization
Determining ‘fit’ is as much an art as a science. It is an intuitive sense, gained from the chemistry that is created when people get to know one another. It includes the skills and competencies the coach brings to the table, the needs, expectations and history of the leader, and the expectations of the organization. Coaching is an intimate professional relationship; personality matters, and if the ‘fit’ doesn't feel right, find a coach where it does.
Agree – Establish a formal Coaching Agreement that specifies the terms of the relationship and the engagement, including broad goals, guiding principles, and confidentiality.
This written agreement helps set boundaries and expectations, and positions the engagement for success.
Assess – Assessment tools, either done previously, or done as part of the engagement help establish baselines and are key in creating a Developmental Plan.
Tools we use include: Narrative or Online 360 Degree Assessments, Myers Briggs T.I., Leadership Practices Inventory (LPI), Lumina Spark, Hogan Leadership Assessment, Cevey Leadership Assessment, and others.
Aim – Refine the goals of the coaching engagement, including how to measure progress.
The Leader’s Development Plan is developed as part of the first few sessions and is also informed by the assessment tool results and other baseline information. The Plan’s goals are specific, and include measurable indicators, timelines, and milestones.
Advance –Progress towards goals is made through action-focused coaching sessions that strengthen the leader's current and future leadership capacity.
Coaching sessions are guided by the Leader’s Development Plan, issues that have arisen, and continued work on medium and longer-term competency development.
Sustain – Co-develop a 'next steps' plan that is a catalyst for the leader's long-term growth and development.
Executive coaching takes place in the context of the leader’s overall development plan. When the coaching agreement is concluding, the leader and the executive coach develop a 'next steps' plan that is handed off to the leader’s supervisor who agrees to monitor future progress in partnership with the leader.