the process

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  1. IDENTIFICATION

2. INITIATION 

2. IMMERSION 

4. IMPLEMENTATION

  • Organization(sponsor)  identifies the need for coaching their team.

 

  • Discovery phase begins with the coach & clarity of expectation sought.

 

  • Coach assesses specific needs off  the  sponsor.

 

  • Coaching charter is mandated. Time  frames calibrated.

 

  • Organizational support   endorsed.  Stakeholders  identified.

 

  • Logistics clarified, ethical boundaries established. Resource needs for coaching communicated.

  • This is the  intake session. Coach engages with the coachee for the first time.

 

  • Fitment of coach & coachee is  examined , interviews conducted, coachee’s learning communication preferences noted.

 

  • Diagnostic tools administered  (psychometric tests, 360 deg    evaluation etc.) &  outcome shared with  the coachee. 

 

  • Coaching plan based upon  individual development needs  devised. 

 

  • Coachee to revisit the plan prior to sign off. Number of sessions, duration, date and  logistics agreed upon.   

  • Actual immersive one to one coaching sessions begin. Coach remains the navigator throughout the session.

 

  • Uses his diverse & adaptive   skills to precipitate  deeper thinking  in  the coachee to evoke  a shift & awareness.

 

  • Coachee’s  values, beliefs, constraints, internal disturbances, augmenters and  desires  are  explored.

 

  • Based on these end goals, journey goals and session goals are constructed. This step is of immense importance.

 

  • Immersive sessions held to unpack coachee’s reality, generate options & formulate action plans with milestones.

  • The  coaching sessions are  reprieved  for 15 days   to provide sufficient time for action  implementation by the coachee.

 

  • Each proposed action generated  in immersion phase is examined, probable  causes for shortcomings  discussed and coachee’s unalterable  commitment sought.

 

  • The ‘immersion- implementation’ phase is  replicated till end goal is achieved. 

 

  • These are  important phases as coaching success depends on this  incessant action oriented behaviour that emanates from the  coachee. 

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8-STEP CORPORATE COACHING FRAMEWORK 

  1. IDENTIFICATION

2. INITIATION 

3. IMMERSION 

4. IMPLEMENTATION

  • Organization(sponsor)  identifies the need for coaching their team.

 

  • Discovery phase begins with the coach & clarity of expectation sought.

 

  • Coach assesses specific needs of the  sponsor.

 

  • Coaching charter is mandated. Time frames calibrated.

 

  • Organizational support   endorsed.  Stakeholders  identified.

 

  • Logistics clarified, ethical boundaries established. Resource needs for coaching communicated.

  • This is the  intake session. Coach engages with the coachee for the first time.

 

  • Fitment of coach & coachee is  examined , interviews conducted, coachee’s learning & communication preferences noted.

 

  • Diagnostic tools administered  (psychometric tests, 360 deg  evaluation etc.) &  outcome shared with  the coachee. 

 

  • Coaching plan based upon  individual development needs  devised. 

 

  • Coachee to revisit the plan prior to sign off. 

 

  • Number of sessions, duration, date and  logistics  agreed upon.   

  • Actual immersive one to one coaching sessions begin. Coach remains the navigator throughout the session.

 

  • Uses coach's diverse & adaptive  skills to precipitate deeper thinking in the coachee to evoke a shift & awareness.

 

  • Coachee’s values, beliefs, constraints, internal disturbances, augmenters and  desires  are  explored.

 

  • Based on these end goals, journey goals and session goals are constructed.  

  • The  coaching sessions are  reprieved  for 15 days   to provide sufficient time for action  implementation by the coachee.

 

  • Each proposed action generated  in immersion phase is examined, probable  causes for shortcomings  discussed & coachee’s  commitment sought.

 

  • The ‘immersion- implementation’ phase is  replicated till end goal is achieved. 

 

  • These are  important phases as coaching success depends on this  action-oriented behaviour that emanates from the coachee. 

8. TRANSITION 

7. INTEGRATION

6. INSPECTION 

5. INTIMATION

  • By this stage of coaching the coachee attains a state where he/she can fire up own intrinsic motivation. After imparting the process knowledge and action orientation the coachee is transitioned back to the firm.

 

  • Coach aims to ensure coachee’s independence from coaching by this phase and combines coaching with a few mentoring sessions to create  permanence prior to transitioning.

  • The coachee is  now fully integrated back to  respective role  in the organization.

 

  • Coach keeps in touch with coachee and the sponsor to evaluate progress and avoid slippage.

 

  • If  coaching process extension is  required coach re-engages with the coachee for a new set of objectives  and recap previous ones.

 

  • Re-engagement if needed starts with immersion phase.

  • Average coaching engagements last for 6 to 12 months. The more senior a coachee is within the firm, longer is the engagement duration.

 

  • After prescribed coaching sessions and after coach’s intimation, sponsor  does an inspection to ascertain whether a coaching closure is to be applied or further sessions needs to be invoked depending on organizational goals.

 

  • Based on  contractual structure sponsor may assign the next coachee either concurrently or in tandem.

  • Sponsors/ stakeholders are intimated regarding coaching progress made, milestones achieved, and coachee’s  needs from the firm to facilitate his/her action plan.  This is the feedback aspect.

 

  • Confidentiality is exercised and only aspects pertinent to role boundaries are shared with the sponsor after  coachee’s prior consent. 

 

  • This phase is a  course correction strategy to regulate and ensure consistency with sponsor’s  mission & objectives.  

 

 Traversing through life with varied experiences be it professional, social, arts, sports, music, family, relationships, adventure, philanthropy or any other, creates a spike in motivation levels. 

 YET WE SEDATE OURSELVES INTO MEDIOCRITY AND NEGOTIATE OUR HAPPINESS THROUGH A VERY NARROW CONDUIT

SUCH AS JOB, FUNCTIONAL ROLE, QUALIFICATIONS, WEALTH, SOCIAL STATUS, MATERIAL DELIGHTS, ETC. 

TAKING THE STEP

Restarting upon a new path in life is not governed by age but by attitude. The new beginning is fraught with anxieties but so is it filled with possibilities. 

REDISCOVERING THE PATH,  TAKING THE PLUNGE, SUSTAINING ACCOMPLISHMENT

 

you could trust a coach

THE TASK WE MUST SET FOR OURSELVES IS NOT TO FEEL SECURE,

BUT TO BE ABLE TO TOLERATE INSECURITY. 

- Erich Fromm