How do we Coach?
We instruct on the difference between managing organizational transformation through HR and why it is is different than managing change at the project level such as IT.
- We consult to determine the most effective coaching for you; executive, management, staff or team.
- All coaching is results-based to meet agreed to outcomes for your organization or team.
- Assessment tools are designed to be specific for identifying strengths and applying those strengths to real, everyday activities.
- A coach challenges, supports, and guides the facilitation of your progress through the coaching sessions.
“I wasn’t planning to lead, I was standing in the back and then everyone turned around.”
~ Avery Hiebert
Who is a Candidate for Coaching?
- Business owners, managers, and leaders from organizations of any size.
- Change sponsors and leaders of change
- Project teams leading ongoing change initiatives within the organization.
- HR groups being asked to support organization-wide changes.
- Teams being asked to integrate through mergers and acquisitions.
- Executives and CEOs in areas of responsibility.
- Leaders being asked to manage separations as the result of downsizing and or subsidiary sales.
- Performance challenges for teams or individuals.
- Groups seeking a unified vision or goals.
- Leaders or groups dealing with conflict, communication, trust, or other workplace challenges.
Are There Different Kinds of Coaching?
There are. Coaching geared toward an outcomes-based plan for the individual or group provides the best results. Here are some different types of coaching available.
Coaching for Change and Transformation: Typically performed at the executive or sponsorship level: focuses on providing consultative insight and perspective regarding change or transformation and is available throughout a transformation or change initiative. Coaching time frame follows the transformation or change contract.
Coaching at the Executive Level: Typically performed with higher level executives: focuses on providing consultative insight and perspective, constructive feedback (which is often hard to get at higher levels), and a talking partner: time frame varies, but often “on call” for the executive.
Coaching for Skills: Purpose is to learn or improve specific skills ( including soft or interpersonal skills): focuses on a specific challenge, task, or project; typically a shorter term engagement.
Coaching for Performance: Focuses on the client/team’s present role, the purpose is to support more effective work habits or to address performance issues; typically a bit longer of an engagement (several months).
Coaching for development: Focuses on the client’s future job: Purpose is to heighten certain skills or change others, encourage long-term development for the purpose of advancing their career; often for high potentials’ typically longer than several months (likely a year or more).
Meet Your Outcomes
- Outcomes may change during the coaching process as clarity is gained through coaching, our programs are flexible and dynamic because our greatest successes depend on your success.
- You define the goals, we help you meet them.
- Appreciative inquiry allows for both introspection and discovery through coaching sessions.
What is the Time Period?
- The average coaching contract is typically 3, 6, or 12 months depending on outcomes and client need.
Contact us at 1.855.968.5323
An excellent video on YouTube describes the value of coaching: