Executive Coaching Process

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.
II. The Delivery Phase
  • 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.
III. The Evaluation Phase
  • 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.
IV. Time Frame
  • 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.
[email protected]