Executive coaching is tailored to each individual’s unique needs and circumstances. However, the process usually has five main steps.
1: Recruitment
Initially, a hiring meeting is held in order to clarify expectations. Typically, the meeting may include a human resources manager, the executive coach, and the executive coaching client. The goals of the hiring board include:
o Identification of the desired competencies
o Agreement on limits of confidentiality
o Identification of measurable results
o Confirmation of good chemistry
o Clarity of roles and responsibilities
o Agreement on milestones and deadlines
o Concept agreement on fees
A mutual understanding of the coaching process, the expected results, the specific problems and the time frame of the coaching is developed. The Executive Coaching process normally lasts a minimum of six months.
2: Comprehensive evaluation
A structured interview, data collection, and relevant assessment instruments are used to clarify emotional intelligence competencies, leadership skills, values, interests, work styles, and other key factors. The executive management coach and the client engage in an in-depth dialogue on relevant topics focused on performance improvement. A 360 feedback performance evaluation informs the process.
3: Feedback and action planning
The first order of business is a feedback dialogue between the trainer and the client. Focus is on relevant data from instrument assessments and 360 feedback performance evaluation. Executive management coach and client collaboratively create an action plan that includes strengths, development goals, and effective strategies for change . The focus is on self-awareness, motivation, problem solving, skill acquisition, and leadership development. The interventions are aligned with the vision of the clients and the key objectives of the business. The Leadership Action Plan focuses on behaviors that contribute to specific business results. Weekly coaching meetings are one to three hours.
4: Active learning
The coach guides and reinforces the development of the leadership competencies outlined in the Leadership Action Plan. Techniques include active learning, role playing, and observation.
5: Tracking and Sustaining Success
Approximately six months after the initial feedback session, an abbreviated version of the 360 Feedback Performance Assessment is conducted. The results of the assessment help to assess the effectiveness of the coaching process. Further executive development is determined and aligned with business goals.