Through the process of coaching, clients deepen their self-awareness, broaden their skills, improve their performance, and enhance their quality of life. It’s a mutual exploration process between the coach and the client, helping each person clarify and achieve what is most important to the client’s success.
In each of our meetings we spend time working on clear goals: getting a clear sense of what matters to you, what motivates you, what values you want to live by and lead by. Then we work on how you would use those goals and values to make conscious choices about what you do and where you spend your time.
A helpful diagnostic is to examine where among these five areas are you challenged:
Insight? The extent to which people are aware of what they need to develop to achieve greater personal and organizational success. Do they stop to reflect about what could be done differently?
Motivation? Defined as people’s willingness to invest the time and energy it takes to develop themselves. Do they have a commitment to learning? Are they eager for a challenge?
Capabilities? Defined as the extent to which people have the skills and knowledge they need. What new capabilities might they need?
Real-world Practice? The extent to which people have opportunities to try their new skills at work. Do they have the opportunities to stretch themselves?
Accountability? The internal and external mechanisms that drive people to internalize their new capabilities so they actually improve performance and results.
We then begin to design the coaching process from start to finish. Along the way we may utilize a set of leadership development assessments.
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