the process
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IDENTIFICATION
2. INITIATION
2. IMMERSION
4. IMPLEMENTATION
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Organization(sponsor) identifies the need for coaching their team.
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Discovery phase begins with the coach & clarity of expectation sought.
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Coach assesses specific needs off the sponsor.
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Coaching charter is mandated. Time frames calibrated.
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Organizational support endorsed. Stakeholders identified.
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Logistics clarified, ethical boundaries established. Resource needs for coaching communicated.
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This is the intake session. Coach engages with the coachee for the first time.
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Fitment of coach & coachee is examined , interviews conducted, coachee’s learning communication preferences noted.
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Diagnostic tools administered (psychometric tests, 360 deg evaluation etc.) & outcome shared with the coachee.
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Coaching plan based upon individual development needs devised.
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Coachee to revisit the plan prior to sign off. Number of sessions, duration, date and logistics agreed upon.
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Actual immersive one to one coaching sessions begin. Coach remains the navigator throughout the session.
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Uses his diverse & adaptive skills to precipitate deeper thinking in the coachee to evoke a shift & awareness.
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Coachee’s values, beliefs, constraints, internal disturbances, augmenters and desires are explored.
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Based on these end goals, journey goals and session goals are constructed. This step is of immense importance.
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Immersive sessions held to unpack coachee’s reality, generate options & formulate action plans with milestones.
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The coaching sessions are reprieved for 15 days to provide sufficient time for action implementation by the coachee.
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Each proposed action generated in immersion phase is examined, probable causes for shortcomings discussed and coachee’s unalterable commitment sought.
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The ‘immersion- implementation’ phase is replicated till end goal is achieved.
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These are important phases as coaching success depends on this incessant action oriented behaviour that emanates from the coachee.
8-STEP CORPORATE COACHING FRAMEWORK
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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
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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.
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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.
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The coachee is now fully integrated back to respective role in the organization.
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Coach keeps in touch with coachee and the sponsor to evaluate progress and avoid slippage.
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If coaching process extension is required coach re-engages with the coachee for a new set of objectives and recap previous ones.
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Re-engagement if needed starts with immersion phase.
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Average coaching engagements last for 6 to 12 months. The more senior a coachee is within the firm, longer is the engagement duration.
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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.
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Based on contractual structure sponsor may assign the next coachee either concurrently or in tandem.
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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.
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Confidentiality is exercised and only aspects pertinent to role boundaries are shared with the sponsor after coachee’s prior consent.
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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.
THE TASK WE MUST SET FOR OURSELVES IS NOT TO FEEL SECURE,
BUT TO BE ABLE TO TOLERATE INSECURITY.
- Erich Fromm