In the words of the late Stephen Covey, it is important to ”begin with the end in mind.” Before a coaching program begins, we work with our clients and client sponsors to clearly identify areas in which the leader needs to develop. Coaching is often initiated when a leader needs to:

• Improve communication skills
• Increase overall leadership skills
• Become more strategic and less reactive
• Better coach and manage a team
• Motivate and engage employees more effectively
• Delegate without dumping or micro-managing
• Increase trust and loyalty in the team
• Make decisions more quickly
• Efficiently manage tasks and priorities
• Increase time management skills
• Better manage emotional triggers
• Adjust and adapt to change
• Work more effectively with peers / fellow team members
• Learn to handle manager / employee conflicts
• Prevent unnecessary turnover due to poor relationships skills or ineffective leadership
• Lead employees in any location and move beyond the face-to-face way of managing
• Learn to redeploy talent when the needs of the business significantly change
• Empower team members to learn from each other and use their differences to propel the team to success

…or other areas where there is a need for strengthening and developing a skill or leadership behavior.

• Understand overall leadership development needs from client sponsor
• Establish the relationship between the leader and the coach ~ defining what coaching “is” and “isn’t”, the nature of confidentiality and coaching code of ethics
• Outline overall “needs” and scope of coaching engagement; overview of the coaching program and process
• Review of leader’s employment and performance history

• Interview, collect and assess all performance related information provided by the coaching client and client sponsor
• Administer “Profiles XT” and “CheckPoint 360 Leadership Effectiveness Survey”
• Meet with coaching client to debrief all assessment and interview results
• Meet with client sponsor to debrief assessment and interview results

Profiles XT Individual Graph

Profiles XT Comparison Summary

CheckPoint 360 Leadership Effectiveness Survey Brochure

CheckPoint 360 Leadership Effectiveness Survey – Individual Feedback Report Sample

• From the interview and assessment results, co-create a leadership development plan ~ clearly defining specific leadership skill and behavioral development areas to be targeted as well as leadership module content to be covered
• Meet with the coaching client and client sponsor to finalize the coaching and development plan

• Utilizing the leadership development plan, coaching sessions will be held with the coaching client on a regular basis (either every other week, two sessions per month or monthly sessions) to coach, develop and support the client to achieve the growth objectives as outlined in the plan.
• Based on the development plan, leaders are assigned “homework” between sessions to read leadership module content specific to the skill or behavioral development area(s) being targeted.
• Leader will be coached in session and will, prior to the end of each session, establish an action item or goal to accomplish prior to the upcoming session ~ to which he or she will be held accountable.

• In order to determine leadership development progress, a re-assessment using the CheckPoint 360 Leadership Effectiveness Survey is conducted and is used to measure current performance against the initial assessment benchmark.
• The coaching client and client sponsor are debriefed on the new assessment results.  Continued coaching will occur if needed, or a transition plan will be developed to insure effective on-going internal support of the developing leader and accountability methods will be identified and put in place for sustainable success.