The Role of a Leadership Coach
When you think about the role of an athletic coach the following attributes typically come to mind:
- Assesses your strengths and opportunities for growth.
- Develops your unique talents and skills.
- Guides your overall physical and mental conditioning.
- Motivates you to achieve your best possible performance.
- Bolsters your motivation when you experience a setback.
- Maintains your focus on individual and team objectives.
- Integrates you and others into a smoothly functioning team.
As a leadership coach I perform precisely the same role, the difference being that my focus is on your growth as a leader and your career success.
My Coaching Philosophy
I motivate, challenge, and support leaders such as yourself to develop and fine-tune your leadership skills in order to maximize your job performance, bottom-line contribution to the organization, and your career progression.
I take a systemic approach to my work, ensuring I understand your challenges and opportunities within the context of unique industry dynamics, organizational norms and workforce cultural considerations. I then assist you to identify your strengths and growth opportunities, to clarify your key developmental goals, and to develop a concrete plan for achieving those objectives. Throughout the process I support and hold you accountable for following through on the developmental activities to which you have committed.
How the Process Works
The coaching process I employ involves five distinct phases, each with a specific purpose.
- Complimentary 1-Hour Discovery Meeting
- Discuss your current situation and the type of support you are seeking.
- Clarify what you hope to achieve and determine if that is a realistic objective.
- Explain my coaching techniques and principles in detail.
- Decide if my approach is a good fit for your needs.
- Agree upon fees, the frequency of our meetings, times and locations, etc.
- Initial Planning Meeting
- More deeply explore your current workplace challenges and development objectives.
- Identify alternative road maps for achieving those objectives.
- Explore various assessment instruments we might want to employ to gain deeper insights.
- Discuss potential types of data gathering and other homework you might need to undertake.
- Agree on next steps and assignments to be completed prior to our next meeting.
- NOTE: If the coaching is being requested for you by your boss, or if it is part of a larger development program being offered to a number of employees then your boss and your HR business partner likely will be present at key junctures throughout the engagement.
- Ongoing Coaching Sessions
- Continue to revisit and refine your objectives as new information is presented.
- Continue to explore your leadership strengths, aptitudes, learning edges, and blind spots and the implications for achieving your development objectives.
- Assess progress made and modify the coaching game plan, as necessary.
- Agree on next steps and assignments to be completed prior to our next meeting.
- Reaffirm our mutual commitment to continuing the coaching relationship.
- Optional Mid-Point Progress Evaluation (When there is boss/HR involvement)
- Revisit your original development objectives.
- Review progress made thus far and identify what’s left to be accomplished.
- Determine if a course correction is needed due to changed circumstances, and agree on modified expectations.
- Final Coaching Process Wrap-Up (With or without boss/HR involvement)
- Revisit your original coaching objectives.
- Review your accomplishments.
- Identify strategies for sustaining your ongoing leadership development efforts once the coaching engagement has concluded.
Frequently Asked Questions
Is coaching the same as counseling/therapy?
No. Counseling/therapy attempts to identify and modify emotional or behavioral patterns that are negatively impacting a person’s present day life in a significant way by delving into the past to locate the root causes. Coaching is future focused and helps leaders to create and implement strategies to proactively achieve desired performance and career goals.
What is the difference between a consultant and a coach?
Individuals and organizations generally hire a consultant when they are seeking expert advice. In other words, a consultant makes specific recommendations regarding what a client should do. The role of a coach by contrast is to help the client figure out for themselves what it is they wish to accomplish, and then to support them in the process of achieving those objectives.
Is there a firm time commitment and predictable duration for the process?
It depends. Every person and their needs are unique, so I offer both structured coaching packages of various duration, as well as open-ended coaching that can be utilized on an as-needed basis. Please contact me to learn more about the coaching packages I offer.
What is the cost?
Coaching appointments are charged at a prescribed hourly rate that varies depending upon the duration of the coaching package selected. Please contact me to obtain detailed information.
How long are the coaching sessions?
Coaching sessions generally are 1 hour in duration. We may occasionally arrange longer or shorter sessions depending on your particular circumstances. We will discuss and reach agreement on a meeting schedule at the complimentary initial consultation.
How frequently will we meet?
I generally like to meet every 2 to 3 weeks to establish and maintain momentum in the coaching process. I am willing to consider meeting more or less frequently depending on your particular circumstances. We will discuss and reach agreement on a meeting schedule during the complimentary initial consultation.
What is the standard meeting method?
I prefer to meet in person, if possible, for the initial complimentary consultation. Subsequent meetings will be a mixture of in-person meetings, telephone calls, and video calls (Skype or FaceTime). We will discuss and reach agreement on our regularly scheduled meeting logistics at the complimentary initial consultation.
Must I be dealing with a serious challenge to benefit from coaching?
No. Unlike counseling/therapy which assists you in overcoming obstacles, coaching is focused on proactively developing your leadership skills and achieving desired career objectives.
How will we know when we’re done?
The first step of the coaching process involves clarifying the desired outcomes you hope to achieve from our work together. When you are well on the road to achieving your desired objectives we will assess the need for ongoing support and mutually agree to end the process/relationship at a particular point. If you purchase a structured coaching package, then when the contracted hours have been exhausted the engagement will come to a natural conclusion unless we mutually agree to extend the process.
Is what we discuss confidential?
Yes. Everything discussed is kept in strict confidence and will not be shared with anyone without your awareness and explicit approval. If your boss or HR business partner is involved in the coaching engagement I might be asked to periodically provide a general assessment of our progress, but no details of our conversations will be disclosed.
Is coaching covered by my insurance?
No. I do not accept insurance for my coaching services.
Do all coaches work in the same way?
No, just like physicians, chiropractors, attorneys or any other professional, each coach has a personalized style of working that fits their personality, education and the focus of their practice. I encourage you to do some homework and interview various coaches until you find one that is a good fit for your personality and desired objectives.
Contact me and let’s discuss if my services are a good fit for your needs.