Presentation on theme: "Introduction to CCC Coaching Programs. PURPOSE OF COACHING Preparing for a stretch assignment or role Transitioning into a new executive team or organization."— Presentation transcript:
Introduction to CCC Coaching Programs
PURPOSE OF COACHING Preparing for a stretch assignment or role Transitioning into a new executive team or organization Developing critical leadership and interpersonal skills Preventing potential derailment Enhancing self-awareness of development priorities Focused, individualized learning, feedback and support for leaders who are:
EXECUTIVE COACHING IS… A one-on-one personalized development process facilitated by a professional coach to enhance an individual’s success at achieving his/her business objectives. IS NOT… Therapy or counseling A substitute for a supervisor’s role (e.g., performance management) Intended to address technical knowledge or value issues (e.g., integrity) Offered in advance of imminent terminations
THE COACHING PROCESS Step 1: Introduction. Meet with client to establish rapport and discuss initial goals and objectives Step 4: Implementation. One-on- one coaching sessions, midpoint status update with sponsor Step 5: Evaluation. Assess improvements (may include feedback from key stakeholders) Step 2: Assessment. Gather 360- degree and personality feedback to identify development priorities. Step 3: Coaching Plan. Review assessment results, agree on focus for the coaching, draft plan with expected outcomes.
THE PROCESS IN DETAIL Meetings are typically twice per month with unlimited access via phone and , and typically span a period of six months to a year. Coaching conversations take place face-to-face or over the phone, based on your schedule and preferences. I’ll guide you through a structured process designed to achieve your coaching goals: Review your professional history, current situation, business environment and preliminary coaching goals as they relate to short and long-term career goals “360” interviews with colleagues to clarify leadership strengths and opportunities Assessments to reveal more about personal style and its impact Selection of one or two high–leverage, realistic goals Coaching Plan with timeline and metrics to track progress in behavior change and results Homework to increase self-awareness and practice new approaches Midpoint progress review and report to your boss or other stakeholders, as determined at outset. Need to adapt goals? Final review with plan for sustaining changes under day-to-day pressures
CRITICAL SUCCESS FACTORS Client is open to learning and feedback, and motivated to change Contracting process that clarifies outcomes Key stakeholders involved in the process Trust must be established, confidentiality fully honored Support network that reinforces behavior change
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