The Coaching Process
Orientation
All new clients are required to participate in a new client 'coaching for success' orientation. The orientation is for one half day (additional time may be scheduled for a fee). The client and coach will meet at an agreed upon location. The purpose of this orientation is to provide sufficient time to frame-up the coaching experience and to set goals and build a meaningful scorecard to measure progress.
Pre Work
All clients are required to take the BrainStyles inventory. This inventory helps the coach better understand the best method of learning for each client. BrainStyles Inventories are priced at $150.00 (pricing includes analyzation and executive summary)
Research Phase
During this time, there is candid conversation with the individual and his/her manager to gain an understanding of the culture, the business challenges, and coaching objectives. In addition, information on other internal training programs is gathered in order to maximize the coaching relationship and to develop an action plan.
Assessment Process
The Center for Workforce Excellence has a team of assessors that are focused on measuring competencies deemed critical for the success of the department or organization. The assessment process can be extremely challenging for individuals, as it is often their first in-depth look in the mirror. The key findings from the assessment phase are usually shared with the manager to ensure support for the areas of development. When coaching a team of people, the coach will interview or conduct mini-focus groups to measure progress and behavioral change. This type of open feedback provides excellent data to the coach during the assessment process. The entire coaching process is focused on obtaining results. Given that coaching is a partnership, goals are established and agreed upon up front. Measurable outcomes are identified which facilitate the measurement of progress. The goal is to put learning into action. In order for this to happen, the coach has to create an environment where a participant can share concerns, issues, and opportunities candidly. It is for this reason that coaching sessions are kept confidential. The only exception is if the coach perceives the coachee to be at risk of emotional or physical harm.
One on One Sessions
Coaching sessions are usually conducted two or three times per month. A coaching session lasts approximately 45 minutes and is typically conducted by phone. Quarterly face-to-face meetings are included in the service. These face-to-face meetings allow the coach to observe the coachee in his or her own environment. During these sessions the coach engages the participant by asking questions, brainstorming, and drawing analogies based upon real life examples. All of these activities lead the participant to examine their current behavior and develop an action plan to adapt or change the behavior to support personal growth.
A coaching session lasts approximately one hour and is typically conducted by phone. Quarterly face-to-face meetings are included as an option in the service. These face-to-face meetings allow the coach to observe the coachee in his or her own environment. During these sessions the coach engages the participant by asking questions, brainstorming, and drawing analogies based upon real life examples. All of these activities lead the participant to examine their current behavior and develop an action plan to adapt or change the behavior to support personal growth.
Coaching sessions are usually conducted two or three times per month. A coaching session lasts approximately one hour and is typically conducted by phone. The Center for Workforce Excellence coaches utilize the learning model depicted on the previous page. This model has been tried, tested, and proven successful in addressing lasting behavioral changes. Drawing on experiential and adult learning techniques, the coachee is guided through a process that allows his or her to choose to incorporate new behaviors and then acquire feedback to reinforce the changes. It is for this reason that prior to the close of each coaching session, the coach will ask for a commitment from the coachee to put into practice the new learning. At the beginning of the next call, before any other area of competency is addressed, the coach will ask the coachee for a progress update, and review any feedback provided by colleagues, co-workers, direct reports or supervisors. This activity is repeated until the new behavior is permanently adopted.
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