Pre-Engagment
Meet with organizational stakeholders to discuss the goals for the coaching engagement; client meets with Leading for Good coach to confirm chemistry and fit.
First Month
We spend initial coaching sessions getting to know the client’s history and present context, as well as the client's learning style and preferences for the co-created partnership; We go slow initially to go fast later around mining, defining, refining and shining two to three concrete, memorable, and inspiring goals for the coaching relationship.
Assessments
Early in the engagement, we look to raise the client’s awareness of how they are perceived, as well as of the forces influencing how they operate; we select either an interview-based 360 or a research-validated and benchmarked 360 survey tool, such as Leadership Circle Profile or the Center for Creative Leaderhip Benchmark 360 Suite. We often use additional assessments to further our client’s self-awareness around talents, traits, triggers and work preferences. Most commonly, we offer the Gallup Strengthsfinder, the SCARF Assessment, and/or the Positive Intelligence Assessment.
Stakeholder Alignment
We typically meet with a client’s manager two times during an engagement: At the outset to understand the leader's goals for their direct report and at completion to discuss the client’s learning and progress, and what’s next. We also maintain a regular touchpoint with HR throughout the engagement.
Ongoing Sessions
We hold 1-hour coaching sessions on a bi-monthly cadence; this is frequent enough to maintain momentum and connection, while offering enough space for application in the course of an executive’s demanding schedule. We are continually available to clients between sessions for correspondence and live support.
Completion
We make space in our final sessions to reflect on and celebrate key insights and progress and how to sustain change efforts, mindsets and habits independently. Often we will continue to work with clients on a less frequent cadence for maintenance.