Stronger Leaders...
Shaping Tomorrow
The Alliant Leadership Process
Executive Coaching
Though each coaching relationship is customized according to the specific needs of the individual and the organization, I utilize a consistent approach to effectively produce results. This seven-step process includes:
- Establishing the Relationship – I begin every relationship by meeting with the executive’s manager and/or the company’s Human Resources professional to do a high level review of the key issues and the desired results. In this meeting we will identify the key stakeholders and establish the terms, expectations and ground rules for the relationship. This is all documented in a coaching agreement.
- Identifying the Needs – The executive and I have an initial meeting to discuss specific needs, issues, or goals. We will agree upon my role, the role of the executive, boundaries, meeting requirements, meeting times and frequency and confidentiality. During this step of the process we will also use interviews, review of past evaluations, proven assessments and online 360° feedback surveys to help us build a customized action plan.
- Developing the Action Plan – Based on the information gathered in the previous step the executive and I will work together to develop a detailed set of S.M.A.R.T. goals that will provide a clear roadmap for the remainder of the coaching relationship.
- Implementing the Plan – Through regular, formal meetings and informal communication between meetings the executive and I will work together to achieve the goals that have been agreed upon. My main role in this step is to provide ongoing support, encouragement and healthy accountability.
- Measuring the Progress – If applicable, during the implementation step I will provide a progress report of the engagement to the executive’s manager and/or Human Resources and allow an opportunity for them to provide feedback.
- Bringing closure to the Process – At the end of the coaching engagement a review of the coaching process takes place. Feedback from the executive and the executive’s manager and/or Human Resources is collected and a final report is generated.
- Follow-up for lasting success – There are a number of different options for the follow-up portion of the process. I highly suggest that follow-up is done to ensure that the executive sustains a path of success. Depending on the original length of the engagement I suggest some or all of the following:
• Follow-up 360° Surveys
• Extension of the coaching agreement
• Monthly check-in conversations
Click here to request a meeting so we can discuss how I can help you start down the path of significant growth.
Team Coaching
Though each team coaching engagement is highly customized according to the specific needs of the team and the organization, I utilize a consistent approach to effectively produce results. This seven-step process includes:
- Establishing the Relationship – I begin every team coaching relationship by meeting with senior management and/or a company Human Resources professional to do a high level review of the key issues and the desired results. In this meeting we will identify the key stakeholders and establish the terms, expectations and ground rules for the relationship. This is all documented in a coaching agreement.
- Gathering the Background Information – I conduct an initial meeting with the team to discuss the entire process and explain the information gathering steps in detail. I utilize a number of different tools to formulate individual member profiles and a team profile. These profiles will serve as the basis for evaluating the best course of action to achieve significant growth in the team’s effectiveness. The tools include team member interviews, employee interviews, proven assessments and online 360° feedback surveys.
- Developing the Action Plan – Based on the information gathered in the previous step I will work together with senior management and/or Human Resources to develop a customized action plan that will provide a clear roadmap for the remainder of the coaching relationship. This roadmap will include various workshops and also the possibility of individualized executive coaching.
- Implementing the Plan – I meet with the team and present each team member with their individual profile and the team profile. I discuss the results and communicate the recommended course of action and the schedule of activities. An additional, one-hour, individual meeting will be scheduled with each team member to go over their results more extensively. Then, through a combination of workshops and or regular formal meetings the team and I will work together to achieve the goals. My main role in this step is to provide leadership training and, if applicable, any needed support, encouragement and healthy accountability.
- Measuring the Results – If applicable, during the implementation step I will provide a progress report of the engagement to the executive’s manager and/or Human Resources and allow an opportunity for them to provide feedback.
- Bringing closure to the Process – At the end of the coaching engagement a review of the process takes place. Feedback from the team and senior management and/or Human Resources is collected and a final report is generated.
- Follow-up for lasting success – There are a number of different options for the follow-up portion of the process. I highly suggest that follow-up is done to ensure that the team sustains a path of success. Depending on the original length of the engagement I suggest some or all of the following:
• Follow-up 360° Surveys
• Individual coaching agreement(s)
• Monthly check-in conversations
Click here to request a meeting so we can discuss how I can help your team start experiencing increased effectiveness.