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Introduction to CCC Coaching Programs

Introduction to CCC Coaching Programs. Purpose of Coaching. Preparing for a stretch assignment or role Transitioning into a new executive team or organization Developing critical leadership and interpersonal skills Preventing potential derailment

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Introduction to CCC Coaching Programs

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  1. Introduction to CCC Coaching Programs

  2. Purpose of Coaching • Preparing for a stretch assignment or role • Transitioning into a new executive team or organization • Developing critical leadership and interpersonal skills • Preventing potential derailment • Enhancing self-awareness of development priorities Focused, individualized learning, feedback and support for leaders who are:

  3. Executive Coaching IS… A one-on-one personalized development process facilitated by a professional coach to enhance an individual’s success at achieving his/her business objectives. IS NOT… • Therapy or counseling • A substitute for a supervisor’s role (e.g., performance management) • Intended to address technical knowledge or value issues (e.g., integrity) • Offered in advance of imminent terminations

  4. The Coaching Process Step 1: Introduction. Meet with client to establish rapport and discuss initial goals and objectives Step 5: Evaluation. Assess improvements (may include feedback from key stakeholders) Step 2: Assessment. Gather 360-degree and personality feedback to identify development priorities. Step 3: Coaching Plan. Review assessment results, agree on focus for the coaching, draft plan with expected outcomes. Step 4: Implementation. One-on-one coaching sessions, midpoint status update with sponsor

  5. The process in detail Meetings are typically twice per month with unlimited access via phone and e-mail, and typically span a period of six months to a year. Coaching conversations take place face-to-face or over the phone, based on your schedule and preferences. I’ll guide you through a structured process designed to achieve your coaching goals: • Review your professional history, current situation, business environment and preliminary coaching goals as they relate to short and long-term career goals • “360” interviews with colleagues to clarify leadership strengths and opportunities • Assessments to reveal more about personal style and its impact • Selection of one or two high–leverage, realistic goals • Coaching Plan with timeline and metrics to track progress in behavior change and results • Homework to increase self-awareness and practice new approaches • Midpoint progress review and report to your boss or other stakeholders, as determined at outset. Need to adapt goals? • Final review with plan for sustaining changes under day-to-day pressures

  6. Critical Success Factors • Client is open to learning and feedback, and motivated to change • Contracting process that clarifies outcomes • Key stakeholders involved in the process • Trust must be established, confidentiality fully honored • Support network that reinforces behavior change

  7. Learn more Want to find out how coaching can help you achieve your goals? Call Debra at Clarity Coaching & Consulting 214-693-2014 for a complimentary consultation

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