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Approach and Process
Overall Approach
Overall Approach
Coaching around pre-defined objectives is effected through periodic one-on-one conversations between the coach and the executive. These conversations explore the executive’s current work situation to find practical, business-focused “learning lab” opportunities. In addition to purposeful conversations, the coaching sessions can also include rehearsal and role-plays, work analysis and planning, supportive confrontation and inquiry, on-the-job practice, relevant reading, strategic planning and applying different leadership tools.
Various psychometric instruments, Profiiling tools, 360 degree feedback, on-the-job observations, and interviews are used as data sources to set goals, assess progress, and determine accomplishment of the coaching process.
The coaching is largely self-directed: Emphasis is on having the executives come up with their own solutions, rather than the coach giving advice. The role of the coach is primarily that of a facilitator for internal churning and reflection on the executive’s part. The executives are prompted to introspect deeply on their behavior, the drivers of their behavior, think about what they would like to change, how, and reflect on the effects of the change.
While the coaching primarily revolves on individual work with the executive, the executive’s immediate manager, or board as applicable, and the concerned HR executive (or any other parties as appropriate) remain engaged as stakeholders in the process to ensure that the learning advances the organisation’s needs.
In order for the partnership to function effectively, and because each coaching situation is unique, a formal understanding about managing confidentiality is documented before the coaching begins and adhered to, during the process.
Our proprietary 6 element approach towards coaching is as depicted here
Coaching Process
Coaching Process
We use a well established, tried and tested coaching process for all our engagements.
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