While an actual coaching engagement may vary from client to client, a typical coaching engagement involves the following components:
PHASE 1 – NEEDS ASSESSMENT
The purpose of this phase is to gather as much information as possible on the coachee’s work context and how the coachee is perceived by others. We will interview several individuals who can offer insight into the strengths and areas for development for the coaching client. If possible, we may also observe the coachee in the context of the work setting. Also, we review any other pertinent information that provides supporting background: performance data, multi-rater feedback (if available), and any other relevant development documentation.
PHASE 2 – CLARIFYING GOALS
Initial Intake Session. We will meet with the coachee to discuss his/her goals for the coaching experience and to establish how we and the client will work together most effectively.
Overall Meeting with Coaching Sponsor(s). This meeting typically includes the coachee and his/her manager and may also include the HR Business Partner. Although the goals can certainly be refined as the coaching relationship evolves, this meeting ensures that the manager and coaching client are aligned on the key development goals important to the individual and to the business.
PHASE 3 – ONGOING COACHING
Once the desired outcomes and strategies for achieving those goals have been identified, we hold regular individual coaching calls with each client via the phone.
PHASE 4 – ASSESSMENT & CLOSURE
We recommend a progress assessment call with the manager and the HR Business Partner at the mid-way point of coaching and at the conclusion. This gives all parties concerned an opportunity to calibrate progress and adjust strategies. As part of this phase, we recommend a meeting with the Coaching Sponsor to ensure a plan is put in place to sustain the progress after the coaching relationship has ended.
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