Coaching Overview

Accelerence, LLC, is an executive coaching and innovative leadership development company.
To learn more about us, explore the topics at right.

Our Coaching Approach

Executive coaching is designed for an individual's unique needs and circumstances.
The process usually has six major steps:

1. Contracting.  Initially, a contracting meeting for the purpose of clarifying expectations takes place. The meeting might include a human resources manager, the executive coach, and the executive coaching client. The objectives of the contracting meeting include:

  • Identification of desired competencies
  • Agreement regarding confidentiality boundaries
  • Identification of measurable outcomes
  • Confirmation of good chemistry
  • Clarity of roles and responsibilities
  • Agreement regarding milestones and timelines
  • Conceptual agreement regarding fees

It is critical that the client and the coach reach a mutual understanding of the coaching process, the expected results, the specific issues to be addressed, and the time frame of the process.   There will be some supporting documentation that needs to be completed.  Contracting can be conducted either face to face or on the telephone. The Executive Coaching process typically spans a minimum of six months.

2. Comprehensive Assessment.  A structured interview, data collection and relevant assessment instruments to clarify emotional intelligence competencies, leadership skills, values, interests, work styles and other key factors are utilized. The executive management coach and client engage in an in-depth dialogue of relevant issues focused on performance improvement.   In addition, the executive coach will ask the client to complete some assessments or questionnaires to develop a better appreciation of themselves.  As appropriate, 360-feedback assessments may be conducted.  

3. Action Planning.  The client drives the development of an action plan called an “individual development plan” (IDP).  The IDP focuses on strengths, developmental targets and effective strategies for change. The focus is on self- insight, motivation, problem solving, skill acquisition, and leadership development. Interventions are aligned with client's vision and the key objectives of the business. The IDP will also be used to confirm coaching commitments and to facilitate how coaching success will be measured.  This may include 360 baseline assessments or a clear ROI.  Phases 2 and 3 usually take 2 to 4 weeks.  

4. Action Learning.  The coach guides and reinforces the development of leadership competencies outlined in the Individual Development Plan (IDP).  Depending on requirements this can be a mixture of face to face, telephone and email sessions.  Techniques include active learning, role play and shadowing. Weekly coaching meetings are one to three hours.

5. Evaluation and Follow-up. An evaluation of the coaching effectiveness is conducted at the completion of the Individual Development Plan (IDP).  This evaluation is based on the agreed upon approach from Phase 3.  An example of this would be to conduct a 360 feedback from the client, the client’s superior, peers and subordinates.  The focus here is on the change or improvement realized during the coaching timeframe. 

6. Sustaining Success.  Further development of the executive is determined and aligned with business goals. Executives who want to continue to improve their performance or who would like to learn self-coaching techniques would repeat this process.   Or the executive may decide to continue with his/ her own self-coaching and engages the coach on a less frequent or ad hoc basis.   If on-going coaching support is required, this will be contracted as appropriate.

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