Executive Coaching Program Outline What Is The Process?

Executive  Coaching Process begins by identifying critical organizational issues, including company culture, business strategy, and short and long-term objectives.  This information is combined with the executive’s role, personal style, existing strengths, and leadership capabilities to create a customized program. Read more about the process below:

1.    Develop Case for Action

  • Input from supervisors, HR and other impacted individuals
  • Define issues and values
  • Define desired outcomes

2.    Introduction Process

  • The individual’s direct manager, a human resource representative, and the coach; (the change team); will discuss the candidate’s history and options.  The coaching process is agreed upon with specific baseline measurements and agreed upon outcome targets.
  • The coach; consults the manager/sponsor on techniques for presenting the coaching engagement to the candidate.
  • The manager and individual discuss the situation, clearly outlining the process and expectations.

3.    Assessment Process

  • Behavioral assessment inventory administered and processed
  • Interviews with supervisor(s), peers, and direct reports as appropriate
  • Introductions and relationship building in which the coach explains the process, checking for the candidate’s understanding and perceptions about the current situation.
  • The coach conducts a life/career review and assigns assessment instruments (Benchmarks, Birkman, MBTI, 16PF, Career Architect, DiSC, and others as appropriate) to identify skills, interests, values, style, and organization perceptions.
  • Agree on expectations
  • Schedule meeting times and coach for results


4.    Feedback Process

  • Individual sessions with coach—interpret all assessments
  • Determine development assets and liabilities—as shown through the interviews and assessments
  • Identify career success issues, and potential career “stallers and stoppers”

5.    Create Developmental Programs

  • Determine desired behavioral outcomes through individual coaching sessions
  • Interface with supervisor and HR as appropriate
  • Analyze what is at stake if the individual’s changes are not successful
  • Identify perceived barriers and reactions that would help or hinder effective changes

6.    Plan Design

  • Select resources, curriculum, and developmental activities
  • Define time frames
  • Select and enroll support team, coaching candidate on how to handle particular changes with dignity, communicating the process to all affected parties

7.    Plan Implementation

  • Take action steps based on resources, curriculum and time
  • It is assumed at this point that the candidate has accepted the coaching and is working on the new behavior(s)/results

8.    Coaching Progress

  • Regular sessions with individual—on-going coaching and consultations are provided by the consultant to help the candidate continue to integrate the acquired knowledge and skills
  • Periodic sessions with supervisor and HR—updates provided to management
  • Possible training of a peer as coach

9.    Evaluate Progress

  • Reassess to evaluate growth
  • Feedback from supervisor, organization and support group
  • Review of results achieved

10.  Extension of Process

  • Design new developmental objectives
  • Extend process vertically and horizontally if necessary