One To One Coaching Process

  • Develop rapport and begin relationship building.
  • Administer a formal psychometric or Leadership 360° assessment tool.
  • Understand the purpose and agree on initial goals for the coaching process.
  • Clarify key behaviour patterns using personal history and critical incidents.
  • Understand learning/communication styles and personal dynamics underlying behaviour patterns.
  • Assess organizational culture and style related to success.
  • Identify options for different leadership behaviours required in the leader’s role.
  • Establish long-term behaviour change goals. Focus on only one or two behaviours to improve.
  • Design exercises to build awareness of behaviour patterns.
  • Determine development strategies, and set monthly goals.
  • Conduct exercises to experiment with, practice and get feedback on new patterns.
  • Track behaviour change through a mini survey and/or staff interviews.
  • Modify goals and strategies to adapt to changing conditions.
  • Prepare for end of formal coaching relationship with review of mini survey results. The coach and the leader determine how to ensure the steps and strategies are permanent and sustainable over time.

Team Coaching >>

Of all those who have helped me get better, you've played a major role over the last year. I believe that you are a fantastic listener; I value our dialogue and your guidance. I will be sorry to end our sessions.

– Partner, Deloitte & Touche

An “Appreciative” approach to coaching involves a willingness to engage in dialogue with another person from an assumption of mutual respect and mutual search for discovery of distinctive assets and competencies.