Building the Partnership
Coaching is a partnership between the learner, his/her sponsoring manager, the organization, Human Resources, and the coach. At the beginning of a coaching engagement, it is important to build trust within the partnership; discuss the client’s role, strengths, and development needs; review confidentiality and communication guidelines; create the coaching process plan; and establish initial expectations for success.
Gaining Insight through Assessment
Coaching heightens self-understanding and insight. Assessing one’s self and gathering feedback from others helps the client see him/herself from different perspectives. Increased self-awareness is achieved through exploring these perspectives, discovering patterns, sharing insights, and discussing helpful tips for improvement.
Creating an Individual Development Plan
Coaching is about setting leadership development goals and achieving them, so it is important to identify success measures and corresponding development activities/practices that will help the client achieve his/her desired results. Development planning involves creating a map to help the learner leverage/temper strengths and build new capabilities, and is completed in partnership with the client’s manager to ensure relevancy.
Working the Plan with Coaching Support
Coaching provides the chance to focus on leadership goals, practice development activities, receive feedback, and make adjustments. Discussions about real-life situations and challenges ensure that skills are developed and maintained within the current culture and climate of the client’s workplace.
Identifying Progress and Ongoing Support
Coaching gives clients and their managers the opportunity to strengthen their relationship through development conversations and greater understanding of expectations. At the close of the coaching engagement, the client, coach, and manager identify client successes, opportunities for further development, and resources for continued growth and support.