One-on-One Coaching

I have the capability to deep dive into understanding the Client’s challenges and motivations So that I might better explore the options, and approach that will help them to embrace new, more productive behaviors. As a coach, I have several coaches I use in my development and growth process. Even the most capable employees can benefit from the development, growth, and new perspectives that come from an engaged, one-on-one coaching process.

My coaching strategies can address a wide variety of issues that managers /executives have. I focus on the needs of the Client. I don’t focus on what I want to teach; I focus on the Client’s needs.

A Development Process That Leads To Accountability

Having worked with hundreds of managers and executives in one-on-one coaching situations, we know there is no perfect formula in doing this type of work. Each person responds to different approaches and motivations. That said, some fundamental components are part of our process. They include:

Early Assessment:

Does the person know what areas needs developing? Early Assessment, will first start with the individual who is personally involved in the coaching process. This insight process is where the most significant impact can be realized. Once the Coachee has clarity on what they want to get out of the coaching agreement is when there is higher value in getting feedback from colleagues and supervisors. This process allows for genuine behavioral changes to occur.

Process Commencement:

I will initially meet with the manager or exec to understand his or her challenges. Then ascertain his/her level of awareness, discuss existing approaches and skills, and provide additional information obtained from the early-assessment.

Regularly Scheduled Meetings:

To ensure growth and development, I will provide coaching and skill development training as the person being coached works through Real-World Practice that challenge them to look at situations in a new way. Each session will culminate with the executive making specific goals and committing to the process of Actions and Reflections that will help them take on new behaviors and build momentum.

Accountability

Measurement checkpoints
Development Progress reviews
Recognition

A Principled and Proven Approach:

The approach that we use is practical and proven and follows these principles:

Clarity:

It’s incredible what can be accomplished with honest communication, openness, and the removal of “hedging” in our language. This process is guaranteed to be both supportive and hard-hitting.

Commitment:

The process only works when the manager or exec is 100% committed to giving up certain behaviors in question and replace them with new ones. There will likely be bumps in the road, and that’s fine as long as learning is accompanying them.

Results:

Change and some level of ongoing improvement are required. Without noticeable improvement, this coaching process should be reviewed. I’ve seen great results across so many industries with this approach. When customized training and support is needed, coaching is often the right call.

 

“If you want them to listen to what you say, talk their language..” Taibi Kahler

I am a Certified PCM Coach and utilize this assessment when it aids in the development process.

Contact me at Jerome@icanwinnow.com to take the assessment.