Transformational Executive Coaching


Option 1: Executive Coaching
Six-to-nine months - 20 sessions - $8,000

Stage 1: Building Trust-Setting up agreements


• Contracting sessions with the individual, the HR Generalist and the manager to: collect views of development opportunities, issues and concerns; answer questions and concerns about the process; and cover rules of confidentiality.
  
  
• Planning meeting with HR Generalist, the manager and the coach to outline commitments needed for the process to be successful; select group for the 360° degree survey or interviews; discuss roles and commitments


Stage 2: Building Optimum Awareness of Strengths and Development Needs- Finding out "what is" -collecting information


• Assessment (Determined by the results of Stage I, examples include:)
  • 360°- MLQ - Transformational Leadership or
  • Birkman Method®
  • Team assessment
  • Climate Survey
  
  
  
• Feedback and Integration
  • One-on-one comprehensive feedback session(s)
  • Identification of what is well developed and less developed in the leader
  • Development planning sessions (goals, action plans, measures)
  
  
  
• Goal Confirmation Meeting (Individual, their Manager, the HR Generalist and the Coach)
  • Individual discusses what was learned from the feedback
  • Individual presents goals and plans
  • Manager and HR give perspective/feedback on the plan
  • Goals are "fine-tuned" and plan set


Stage 3: Identifying Learning Opportunities and Building on Past Experiences-Trying Something Different


• Trying New Behaviors
  • Role-playing
  • Planning specific actions proactively
  • Replaying events and imagining a different way of handling them
  
  
  
• Developing New Perspectives
  • Identifying how the less-developed is connected to the well-developed
  • Cognitive restructuring
  • Selected Readings
  
  
  
• Reinforcing New Behaviors (Coach, Manager, HR, Peer)
  • Regular contact with Manager and HR
  • Begin use of peer or manager advocates


Stage 4: Moving Forward- Planning for the Future


• Re-administration of the 360°s degree survey or interviews
  • Pre/post Comparison
  
  
  
• Action Planning
  • Plan to reinforce/solidify behavior changes
  • Review of Goals/Accomplishments/Progress
  • Updating Action Plan focusing on areas for continued improvement
  
  
  
• Review Meeting (Individual, Manager, HR and Coach)
  • Plan presented by individual
  • Feedback solicited
  • Review and Evaluation of process

Stage 3 would represent about 16 of the 20 meetings.

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