Phase One
COACHING AGREEMENT AND INITIATIVE

Phase Two
INFORMATION GATHERING, OBJECTIVES AND ACTION PLAN

Phase Three
IMPLEMENTATION, REVIEW AND CONCLUSION

Step 1: Creating the coaching agreement.
The coach and client meet to begin the process. The coach encourages the client and assures that he or she is committed to the coaching process. The coach evaluates the client’s needs when explaining the possible work required to change behaviors, attitudes, and outcomes. The coach and client discuss the importance of taking responsibility for the desired coaching results. The terms of the executive and life coaching contract are agreed upon and signed.

Step 2: Who are the key stakeholders in the process?
Stakeholders need to understand their role and should be supportive and actively involved in the coaching process. These stakeholders can be the client’s manager, Human Resources, or senior management. In the case of individual executive and life coaching clients the stakeholder are the individuals that they rely upon for support professionally and personally.

Step 3: Define Client Goals
The client brings to the table a set of expectations for the various sessions. The client and coach agree upon expectations, commitments, timelines, ground rules and alignment of goals and objectives. Clear guidelines need to be understood by both partners. A confidentiality agreement will be signed by the coach to underscore the coach’s commitment to creating a trusting and confidential relationship.

Step 4: Identify background information.
After the coaching agreement has been signed, the client fills out the background information from the welcome packet so the process can start quickly and efficiently. The client reviews the overall structure of the coaching process outlined in the packet.

Step 5: Assess the client.
The assessment process is similar for both corporate and non-corporate coaching clients. It entails gathering information about the client along with feedback. This information gathering can come from: (1) existing and past performance reviews, (2) Interviews (client’s manager, senior management, direct reports, Human Resources Department or peers), (3) interview the key stakeholders, (4) 360-degree feedback, (5) and having the coach shadow and observe the client in his/her work environment.. In the case of non-corporate executive and life coaching clients information can be gathered from family members as needed. A release of information is required prior to obtaining information to ensure privacy.

Step 6: Identify developmental objectives.
Identify developmental objectives and goals for the client. Create a plan of action that identifies the key behaviors to be changed and the highest priority objectives.

Step 7: Develop a measurable action plan.
Key measurable outcomes are critical to the action based plan that includes timeframes and objectives. This is how the client and coach can measure the return on investment and benefits achieved during the sessions.

Step 8: Forward movement - Implementing the Action Plan.
Implementing the action plan and behavioral changes will be required in order to attain the desired results. The coach provides the necessary support by conducting coaching sessions and communicating via email between the scheduled telephone or in-person sessions as needed. Meanwhile, the client will commit time to the agreed-upon assignments and action items so the desired results will be achieved. As agreed upon; the coach and client may Involve the boss or key stakeholders when appropriate and keep them informed of your progress.

Step 9: Progress review and feedback.
During the halfway point of the coaching partnership, an informal review of the coaching process is conducted. As needed, feedback is collected by having follow-up conversations with the key stakeholders or boss to see what changes have taken place and what still needs improvement.

Step 10: End coaching engagement.
At the end of the coaching engagement, a review of the coaching process takes place. Feedback is collected on what has worked well, the progress made and areas still needing improvement. This gathering of information can occur from discussions with the stakeholders, supervisors, direct reports, boss, Human Resource Department or peers. These final results will be compared to the initial goals and objectives. In the case of non-corporate executive or life coaching clients, the reassessment will include feed back to the support group as agreed upon.

Step 11: Post coaching follow-up.
After the formal coaching sessions have ended, continued and less frequent check-in coaching sessions are scheduled. This helps follow-up on the success that has been created and sustain the behavior change for the long haul while continuing with the forward momentum.

Your executive and life coach is there to promote your success. Through a successful partnership, your results will be attained. It depend on your commitment and circumstances. Remember, life is based upon choice – in order to achieve you MUST believe!!