Executive coaching is a powerful tool for helping individuals reach their goals and develop their skills. It is a partnership between the coach and the client, and it is essential to have a structured coaching conversation that lends itself to collaboration and productivity. The coaching process consists of four main steps: identifying the problem, raising awareness, analyzing the target competencies, and achieving the desired results. At the start of a coaching session, it is important to identify the specific problem and set the objective of the session.
The coach should observe from the sidelines and arouse their curiosity and amazement as they observe the client. It is also important to establish a training agreement between the coach and the client. This agreement should include concrete goals that are clear and achievable. The second step of an executive coaching intervention is awareness-raising.
This begins with a meeting between the coach and the executive team, which may include not only the executive and their direct report, but also a senior executive and a human resources representative. During this stage, the coach participates in discussions to understand the client's background, goals, and expected results. The third step of an executive coaching intervention is analysis. The customer can carry out one or more evaluations and interview other interested parties.
Subsequently, a meeting is held between the coach and the client to establish expectations, analyze the target competencies needed for success, and understand the results of the interviews with stakeholders. An individual development plan is finalized and shared with the client's sponsoring executive and human resources representative. The final stage of an executive coaching intervention is achievement. This is when surveys are sent to stakeholders to provide feedback on the customer's improvement and progress.
The results of these surveys are discussed with the customer and any necessary corrections are documented. Finally, a formal follow-up session can be held several weeks after the last training session to obtain feedback, recognize achievements, and present a final report on the outcome of the training process.
