Summary of Our Coaching Approach
- We have a proven, straightforward approach to bring order and accountability to the “messiness” of human performance growth and development.
- We customize our programs and tools for each client to meet your specific need and desired outcome. We collaborate with you and your employees to align the work with and support your business’ values and culture.
- We help you get beyond the day-to-day chaos of treating symptoms and work with you to develop long-term, controlled, sustainable solutions.
- Your results from working with us are measurable.
- We have a guarantee to lower your risk and ensure a return on your investment with us.
- Our strategic partners broaden and support our abilities and tools, including the latest in assessment profiles, leadership development tools, process improvement, and coaching excellence.
Coaching Is All About You
We design our coaching process to completely focus on you. That means we work on your desired results in your timeframe at your frequency and on your topics.
Our typical framework is below. We adjust it to meet the specific needs of each person being coached.
- A written agreement defining the specifics of the results you want to achieve.
- A series of meetings scheduled in advance, usually two calls per month, for the period of coaching. These calls represent our mutual commitment. The calls are rarely deleted; they are adjusted as needed. If in-person meetings are desired, those can be arranged also. We believe one’s calendar is a visual representation of one’s priorities. As a client, you become a priority for us, so these meetings are on our calendar. The calls on your calendar are the visible stand-in for the priorities you set for yourself.
- Homework and assessments to be completed as assigned. All are chosen to match the specific opportunities and challenges you face in your job. Your job is your lab in which you implement changes, assess results, and make corrections as needed.
- Access to an online project management tool where you create specific plans, tasks, and due dates to achieve your results, with interim deadlines to keep track.
- Access to tools, checklists, articles and other resources.
- Access to us in-between appointments by email and phone for urgent issues (at no additional charge).
How Long Does Coaching Take?
Depending on the needs and goals of the client, the client’s level of commitment and participation, and having well-defined goals at the start, a minimum of an intense, six-month program can drive solid results.
Our recommendation is 12 months:
- Phase 1: Organize and re-orient the client’s thinking and behaviors on the job towards the sought-after improvements.
- Phase 2: Drive the application of what the client learned and practiced across all areas of his/her responsibility.
In our case, it’s not unusual at all to have our clients engage us for 4 or more years to close their business and employee challenges and opportunities and achieve more of their professional and personal goals.
If you have not experienced coaching before, we offer a 1-hour complimentary coaching session focused on any goal you choose. Click on the “Book an Appointment” bar below to arrange this session.
Our Focus: Process, Practicality, Tools
Use a Repeatable, Teachable Process
We are great believers in process. It means having a framework for doing something that doesn’t change with the fad of the year but is updated as needed. Ours is deceptively simple. We work with you to:
- Find out what outcomes you are looking for. Decide the areas on which to focus, which vary according to the individual and the length of the coaching engagement.
- For each area, decide on 1-3 meaningful, simple measurements that indicate progress.
- Plan specific activities and assignments, as appropriate. Their purpose is to help you learn, apply, and get results.
- Regularly review and discuss your results. We ask lots of good questions. The successes, we celebrate. The failures, we celebrate them, too. We help you learn from both.
We encourage you to repeat this cycle on your own (and with your manager, as appropriate) after we complete our work together to address whatever the future brings.
If you have direct reports, we encourage you to use the same model to be manager-as-coach. In turn, encourage them to use the process and tools for their own continued development. Helping others learn how to manage their own development is one of the most satisfying legacies there is.
If It Isn’t Practical, You Won’t Use It
We’ve had our own struggles working in corporations to understand what we were supposed to do with words (“values”) provided as guidance by management, such as “integrity,” “honesty,” “customer comes first,” and so on.
Since starting this company, we’ve had a continuous research project going on to find out how to make such terms meaningful, useable on a daily basis, and effective. It ain’t bragging to say that this is one of the strongest competencies we bring to coaching and most valued by our clients. Which leads us to the next focus…
Use and Promote Tools for Ongoing Professional Development
So many of the terms used in human development are squishy. What is leadership, accountability, trust, teamwork anyway? What do those look like? How do you know if you’re doing those things?
We have had the same burning questions for a long time. We are constantly looking for ways to bring those idealistic concepts to ground. We define what they look like in human behavior so our clients know what to look for in themselves and others regarding those concepts. We have a large collection of diagrams, worksheets, quizzes, checklists to help put those concepts in practice.
Our path to figuring those things out is simple (though not always easy). We read. A lot. We love to share our book lists.
For example, we have run a business book club of a small group of CEOs and senior managers that has been meeting monthly since March 2009. Here is a downloadable list of books the club has read since then.
We also belong to informal and formal professional networks with very smart colleagues who are willing to share what they know with us. (And vice versa.)
Should you do those things too? Absolutely. We highly recommend reading and joining professional associations as part of your professional development.