The Development Group :: FannonConsulting.com

The Coaching Process
Our Executive Coaching emphasizes strategic actions that produce rapid and significant behavorial change around such issues as leadership, confidence, team building, and productivity, to name a few

The Executive Coaching process is designed to:

Align the client quickly to goals and accountability

Illuminate what the executive cannot see, but need to see, about their behavior, motivations, communication style, and capabilities.

Work with the executive to create a vision and execution strategy for their organization

Develop skills and effective behaviors

Assist executives to respond more effectively to organizational changes and transitions in the business environment

Typically, you will meet with your coach on a weekly basis, an average of three times per month, either by phone or in person. Your individual development plan, needs, and desires shape the meeting agenda. The coach helps you to identify and examine the most relevant issues and guides you commit to specific action steps.

A typical coaching engagement follows these steps:

Planning
A planning process sets the stage and establishes expectations for the coaching relationship. First, a private interview is scheduled with the organization sponsor (usually the manager of the coaching candidate) to identify gaps between critical competencies and current behavior. Second, the coach meets with the coaching candidate to assess readiness and commitment and explain the process for coaching. Third, a 3-way meeting with the sponsor, the candidate and the coach serves to clarify expectations, targets, and process issues. At this point a decision is made to proceed with the formal coaching arragement.
Assessment
The assessment process identifies the leader's strengths, development needs, and opportunities. This assessment usually consists of feedback from the leader's manager, direct reports, and peers. The coach gathers this 360-degree feedback perspective through profiles, organizational feedback tools and personal interviews.
Individualized Development Plan
The coach helps the leader inderstand the themes and patterns that emerge during the assessment. The leader, with assistance from the coach, identifies and prioritizes development goals. The result is a highly-focused, results oriented development plan. The leader commits to actions aimed at enhancing leadership, strategic or interpersonal skills. The actions are tailored to the unique business context of the organization and the specific role of the leader.
Coaching and Development
Through a series of discussions and coaching sessions, the leader focuses on developmental opportunities. By asking tough questions, offering an objective view on style, suggesting practical techniques and facilitating "out of the box" thinking, the coach facilitates the leader's growth, capacity for change and enhances overall effectivness. The coach and leader meet face to face, or via telephone or e-mail. There is periodic feedback to the organization sponsor on progress.
Reinforcement and Support
Periodic contact after the coaching phase cements the changes in behavior ensuring lasting impact. This consistant reinforcement is what makes the difference.

Executive coaching helps break through the roadblocks that can impede the accomplishment of personal and orgnaizational goals by providing structure, motivation, feedback, and accountability. Contact Brenda Fannon to learn more about executive coaching.