We follow these general steps when coaching executives/leaders and high potentials:

1. Context setting.
   • Discuss coaching relationship (expectations, roles, responsibilities, confidentiality, accountability, process)
   • Identify preliminary issues/concerns (i.e., Why coaching? Why now? Opportunities/challenges?)
2. Decision to proceed.
   • After the first meeting all parties determine whether or not to proceed; go/no go decision
3. As appropriate collect 360 feedback through one-on-one interview process.
   • Interview the client to discuss learning/development needs and interests
   • Collect names of individuals who can provide candid and helpful feedback regarding strengths and development needs
   • Conduct 1-1 interviews to identify client’s strengths and development opportunities
4. Create initial plan. (Note: it is typical for the sponsor to support/sign-off on the development plan.)
   • Establish initial plan (usually 2-3 overall development goals)
   • Discuss priorities
5. Facilitate periodic coaching sessions (1 – 1 ½ hrs each over several weeks or months).
   • Focus on topics in the development plan
   • Assignments between sessions
   • Meeting observation and feedback (if appropriate)
   • Updates to manager (agreed upon during the initial context-setting session)
6. Final meeting of contract.
   • Review progress
   • Determine if more work is necessary
   • Evaluate process
7. Summary discussion with sponsor/manager.