COACHING ENGAGEMENT PROCESS
Discovery & Dialog
The coaching begins with a short meeting involving the senior executive/ C-Level executive (aka the coachee executive or CE) and “sponsoring” executive/team, if necessary, to
- discuss the goals of the coaching experience, provide context and background, and,
- discuss the proposed “roadmap” and coaching schedule.
Next, the CE and the Coach get to know each other both in the office and out over lunch and/or dinner.
The objective over the course of the day and following day, if necessary, is for us to build a foundation and bond of trust and rapport.
Feedback & Design
Based on above meeting and interactions, the coach will assess the maturity, strength and capability vibrancy of the CE. The CE will then take the necessary profiling assessment tools assigned by the coach.
One day of shadowing where the coach observes the CE in action—on calls, in meetings, etc.
The coach supplements these assessments with 360-degree interviews involving key stakeholders and constituents (board members, other C-Level executives, direct reports, etc.) as well as survey a larger population of employees using the TRUST Index or the organization’s sponsored 360-Survey. The Coach will then identify from her/his observations, assessments, interviews, and shadow days, the CE’s leadership strengths and development needs.
Typically, we schedule a full-day to debrief and discuss the themes and results of the assessments.
Under the coach’s guidance and the results from the assessment tools, the CE then prepares their initial leadership development plan (based on the diagnostic phase) that focuses on strengthening their leadership or managerial skills and competencies.
The CE, along with my support and guidance, prepare to meet with their stakeholders and constituent groups individually and collectively to share any number of things, including: their drive and passion to become the best leader they can be and that they cannot achieve this goal without the input, support and guidance from them. Please note that this step can often be the most challenging for the senior/C-Level executive.
Learning & Experience
The coach continues to guide and provide the tools, guidance and preparation with the CE to invite and incorporate positive developmental suggestions from their key stakeholders and constituent groups so they can finalize their leadership development plan.
With the coach’s on-going support and guidance, the CE then starts executing this plan while ensuring that key stakeholders and constituents provide quarterly feedback to the CE on the progress they are making on their leadership development plan.
Transition to Partner
All phases would be carried out in partnership between the coach, the CE and their sponsoring executive(s) for the most collaborative, effective, and often transformative learning and growth experience.
Why Benchmark Maven
When the symptoms plaguing an executive are stubborn or severe, they may not be conscious of the root cause while treatment on the symptoms may seem to be working. This is where we at Benchmark Maven can help the most.
As trusted advisors, our coaches are sought after by their authentic, candid, empathetic and results-oriented approach. Our executive coaching style is open-minded, mindful and focuses on discovering and defining the root cause of the issues that keep the executive up at night. While the results may vary, our clients have reported that our coaching was the linchpin to their accelerated success.
As a client, you will learn to become aware of the pattern that keeps you feeling stuck or frustrated. You will also learn how to breakthrough and achieve transformative results. You will find that the holistic approach and techniques we teach will serve you well through all aspects of your life.