I. Assessment Phase
- Determine development needs and establish goals.
- Coach meets with the candidate to determine self-identified development needs.
- Coach meets with candidate’s manager to understand the related needs of the company as well as the development needs of the candidate.
- Goals are established and agreed upon with both candidate and the manager.
- Assessment and Feedback
- The Birkman self-assessment is administered to the candidate to increase personal and professional self-awareness. This comprehensive assessment also provides information for self-management and development.
- If appropriate, confidential personal interviews are conducted with key employees identified by the candidate. Themes identifying strengths and areas for growth provide additional information to guide the coaching process.
- Meetings with the candidate and the coach are held on a weekly basis to address the desired behavioral changes. Meetings may move to bi-weekly once relationship has been established to provide more time to implement and observe changes.
- Assignments are given to the candidate and discussed during the weekly meetings to both increase awareness and provide opportunities to try out new behaviors.
- The assignments are designed to address the identified development needs. Each one is job-related and completed in their every day work setting.
- The candidate and the coach meet with candidate’s manager midway through the coaching process to assess progress and determine additional needs that should be addressed.
- At the end of the process, another meeting is held to review the final progress and follow-up action plan.
- The coaching process can be set for either 8 or 12 sessions that extend over a 3-6 month period.
Contact Linda McNeely McLeod, M.Ed. for more information.