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Process Matters

Step 1: Determine If Coaching is Right For You

Our coaching engagements typically begin with a conversation about your needs and how executive coaching is a good fit given the opportunities you see. This meeting can be over the phone or in person and includes the potential client's manager and/or the HR representative to determine how coaching can be utilized to achieve the desired outcomes.

Step 2: An In-Depth Assessment

Cenera's assessment process includes up to five coach interviews of key stakeholders who are asked to provide confidential feedback on the client's strengths and areas for development. This is a critical step in the process and the coach will work with the client and possibly other stakeholders to determine who should be interviewed. Collecting data using this approach may be outside the norms of the organization. Your coach will work with you to establish the proper context and introduction of the interviews to ensure support and gather important information that will accelerate the client's overall development.

If Cenera conducts any additional assessments, for example a psychometric instrument, personality type or emotional intelligence assessment, we will work with the coach and the client to determine the appropriate tools to be administered. The assigned coach would conduct the assessments and provide the feedback. Examples of available in-house assessments include Forte, MBTI, Prevue and EQ in Action.

Step 3: Set Goals And Create A Plan

Once the assessment phase has concluded, the coach and individual will work together to identify high-impact opportunities for development. Specific goals will be set and an action plan developed. The coach meets with the client and their manager to confirm the goals that have been established and the plan to achieve those objectives. Effective action planning focuses on specific behaviours that will positively impact the client, the team, and the organization. The plan for change is specific, simple, and measurable. The action plan could have built-in accountability such as regular reports between the manager and client and/or a midterm progress report. The client will have unlimited access to the coach via email or phone and will typically meet face to face every two or three weeks.

Step 4: Active Coaching And Applied Learning

During this phase of the process the coach and client meet through a variety of ways agreed upon during the contracting. There will be regular meetings supplemented by as-needed check-in sessions. The coach's role moves between facilitator, mentor, advisor, teacher and challenger during this phase. The coach may provide the individual with various resource materials and strategies to successfully change behaviours.

Step 5: Measure Outcomes And Develop Next Steps

It is important to measure to what extent change in the target areas has occurred. The coach will work with the client, the client's supervisor, and potentially other stakeholders to assess the impact of the investment in coaching. The measurement might consist of short interviews or a survey of the initial stakeholders focused on the specific development areas the individual is focused on improving.

The coach and individual agree on the moving forward plan and internal resources s/he might want to access as the coaching winds down. The coaching practice leader will conduct a post coaching survey with the HR representative, the coaching client and his/her manager.

 Read more detail on our Executive Coaching Framework

For more information, please contact one of our Executive Coaching experts at 403.290.0466 or by email.