• Assess the “fit” between coach and executive.

• Establish mutual trust.

• Discuss expectations of process, time commitment and ways of working together.

• Establish contractual terms.

Concludes with a “confidentiality agreement’ and commitment agreement from the executive.

• Obtain feedback regarding how your leadership is perceived.

• Complete agreed upon leadership and personality assessments.  Incorporate existing feedback from recently completed assessments.

• Coach will conduct in-person interviews with your manager and a minimun of six colleagues and/or direct reports.

• Job shadowing by coach for critical interactions, meetings, and presentations.

• Gain insights for how you are perceived by others.

• Develop concrete action plans to challenge self and incorporate expanded/ refined behaviors.

• Set personal, leadership and organizational goals for the process based on feedback, vision and challenges.

• Create an action plan in order to gain meaningful insights and to make meaningful change.

• State current and future state of leadership agenda.

• Gain support for new skill exploration and doing things differently.

• Test new approaches and behaviors.

• Challenge client to stretch beyond their comfort zone

• Understanding “context of leadership” and leading others given management level. 

The coach holds the executive accountable for the action plan and offers support and guidance while challenging their thinking and strategies.

• Achieve Results, Enhance Capabilities and Optimize Performance

• Assess plan objectives and refine execution of actions appropriately.

• Obtain feedback from others.

• Review with executive and manager.

• Plan forward for commitment to on-going actions by executive.

​

Opportunity for the executive to explore their learnings and effectiveness, as well as plan for moving forward.