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SIX MONTH PROGRAM

Phase One: Contracting and Data Collection

• Setting expectations with key stakeholders: client, sponsor, etc
• Assessments
• Analysis of above data to determine themes.

Phase Two: Feedback and Action Planning

• Provide feedback and themes to client – provide clarification and discuss impacts on their role effectiveness.
• Identify strengths and areas of development – where are the gaps? What are the critical needs for success?
• Create Action Plan which includes maximum of 3 goals.

Phase Three: On-Going Coaching and Monitoring of Action Plan

• Individual in person sessions between Client and Coach focusing on the identified Action Plan goals.
• Coach provides observational feedback to assess progress as well as solicit from manager and direct reports.
• Coach works with Client and her team providing observational feedback for all parties
• Periodic coaching via e-mail and phone between sessions.

Phase Four: Evaluation

• Solicit second Data Collection from a variety of sources: direct reports, boss, CEO, etc. – conduct same 360 Degree survey 6 months later.
• Client and Coach evaluate 6 month progress of action plan.
• Assess effectiveness of program and whether an extension is needed or program is complete.

Your organization should anticipate critical changes in behavior that link directly to important and measurable business results, which would be defined by your organization at the start of the engagement. These results might include:

• Anticipated Behavioral Results:
  • Expanded awareness of how own behavior impacts others and the business
  • Enhanced skill at communicating effectively
  • Increased ability to lead effectively
• Examples of Business Results (to be defined by your organization):
• Increased productivity and efficiency within the organization
• Accelerated progress implementing strategies

• Retention of key personnel

ONE MONTH PROGRAM

Phase One: Feedback and Action Planning

• A personality assessment (MBTI® or DiSC®)
• Provide feedback and themes to client – provide clarification and discuss impacts on their role effectiveness.
• Identify strengths and areas of development – where are the gaps? What are the critical needs for success?
• Create Action Plan

Phase Two: Coaching and Monitoring of Action Plan

• Individual in person session between Client and Coach focusing on the identified Action Plan goal.
• Periodic coaching via e-mail and phone between sessions.

Your organization should anticipate some changes in behavior and expanded awareness of how own behavior impacts others and the business.