How long is the Coaching process and what’s involved?

For deep rooted, effective change to take place, it is recommended to make an investment into a 6-12-month engagement. However, we understand that sometimes shorter engagements may be necessary and here are sample processes for short, medium and long-term coaching:

SHORT TERM

  • 1-2 MONTHS
  • Pre-coaching qualitative and quantitative 360° assessment
  • One on one meeting to understand executive’s goals, personal history and current environment
  • A cultural interview with HR/leader’s supervisor
  • Debrief of the 360 feedback as well as the Communication styles assessment
  • One -on -one Weekly coaching Support Calls
  • Bi-Monthly Face-to Face Meetings (depending on location)
  • Ad hoc email support throughout the engagement
  • Review of previous internal 360° reviews, to conduct a gap analysis
  • On-site and/or Virtual Shadowing (depending on location)
  • End of engagement re-assessment: Post-coaching qualitative and quantitative 360°
  • Leader Summary and Developmental Handoff
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MEDIUM TERM

  • 3-6 MONTHS
  • Pre-coaching qualitative and quantitative 360° assessment
  • One on one meeting to understand executive’s goals, personal history and current environment
  • A cultural interview with HR/leader’s supervisor
  • Debrief of the 360 feedback as well as the Communication styles assessment
  • One -on -one Weekly coaching Support Calls
  • Bi-Monthly Face-to Face Meetings (depending on location)
  • Ad hoc email support throughout the engagement
  • Review of previous internal 360° reviews, to conduct a gap analysis
  • On-site and/or Virtual Shadowing (depending on location)
  • End of engagement re-assessment: Post-coaching qualitative and quantitative 360°
  • Leader Summary and Developmental Handoff
CONTACT US

LONG TERM

  • 6-12 MONTHS
  • Pre-coaching qualitative and quantitative 360° assessment
  • One on one meeting to understand executive’s goals, personal history and current environment
  • A cultural interview with HR/leader’s supervisor
  • Debrief of the 360 feedback as well as the Communication styles assessment
  • One -on -one Weekly coaching Support Calls
  • Bi-Monthly Face-to Face Meetings (depending on location)
  • Ad hoc email support throughout the engagement
  • Review of previous internal 360° reviews, to conduct a gap analysis
  • On-site and/or Virtual Shadowing (depending on location)
  • End of engagement re-assessment: Post-coaching qualitative and quantitative 360°
  • Leader Summary and Developmental Handoff
CONTACT US
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