Typical Coaching Process

Our maxim is simple: do the least amount of coaching required to maximize the coachee's effectiveness in their business. Four phases are typical in our executive coaching methodology:

1st – Assessment Phase: Self awareness is the single greatest factor in achieving our full potential as human beings. The assessment phase consists of a series of interviews complimented by the administration of batteries. The batteries or tests are proven scientific tools that can help a receptive client to better understand themselves, and then use this new self-knowledge to make improvements in their behavior. These batteries help to better understand the personality, leadership style, natural skills and interests, and overall cognitive abilities of the person being coached (coachee). The goal of this phase is to improve the person being coached to improved self awareness.

The following critical dimensions during the 1st phase form the four legs of our assessment stool:

Verbal and Logical cognitive abilities.
Personality.
Natural Talents vs Developed / Productive Skills.
Habits of Excellence (basic human virtues).

Decision Point: Two basic decisions need to be made at the end of the assessment phase. First, the coachee will have a better sense of who their coach is; and, if this coach possesses the skills, chemistry and style that will be effective. Alternatively, the coach needs to determine if they are a good fit to coach the coachee based a variety of factors which include style, personality fit, coachability, etc. If there are no significant concerns, then the coaching support proceeds.

2nd – Goal Setting Phase: The length of this phase is determined by the coachee and the coach. The role of the coach is focused on helping the coachee to further explore the opportunity spaces or problem areas identified during the assessment phase. Usually these areas include but are not limited to the coachee's leadership style, team player skills as well as specific competency areas that are limiting the coachee's effectiveness. Setting clear goals is important for coaching to produce results that are meaningful and sustainable for the coachee and the business sponsoring the coaching support. A formal development action plan (DAP) is produced at the conclusion of this phase. The plan has an end date when formal coaching ends; and a coaching plan of six (6) to twelve (12) months is common.

3rd – Professional Phase: The coach and coachee with client sponsor approval will work on the goals that have been identified in the development action plan. Where appropriate, articles or books on leadership and management are reviewed and discussed. In particular, the concepts and principles of Priority Thinking® and other proven concepts are introduced during this phase. The goal of this phase is to help the coachee to achieve significant and sustained improvements in their effectiveness.

4th - Maintenance Phase: All good coaching should come to an end; this phase is when the formal coaching support ends as defined in the DAP; thereafter, only periodic sessions are provided on an as needed or scheduled basis.

Executive Coaching

Here at the Institute 4 Priority Thinking, we believe that executive coaching is the art and science of helping people to become more effective in their work through improved character (habit) and increased competence (skill).

We believe that four dimensions should be explored in helping a person to understand and achieve their full potential:

1 - natural talents

2 - developed skills

3 - true interests / desires

4 - habits of excellence

These four dimensions are key to high and sustained performance.

History will likely judge John Wooden to be the greatest basketball coach of modern times. To learn more about this great man, coach and friend, click here.