TEAM COACHING PROCESS

Step One: Contracting
--Confirm "chemistry" for trust and rapport
--Define business context and goals
--Define strategic issues
--Define leader profile and job success
--Determine clear roles and responsibilities
--Agree on who is the "client"
--Clarify milestones and timelines
--Establish confidentiality boundaries
--Agree on outcomes and expected results
--Sign off on financial terms

Step Two: Comprehensive Assessment
--Administer diagnostic tools (e.g. NetTPS™)
--Face-to-face interviews with key stakeholders and executives
--Administer surveys
--Shadowing

Step Three: Feedback Dialogue
--Reaffirm ground rules and establish rapport
--Review coaching objectives and business context
--Describe how to interpret results
--Executive reviews results
--Discuss surprises or frustrations
--Highlight strengths
--Identify developmental needs
--Agree on areas for improvement

Step Four: Action Planning
--Focus on...
  « Strengths and role importance
  « Developmental areas
  « Intervention areas and how to leverage strengths
  « Coaching style best suited to developmental process
  « Experiential learning suggestions
  « Ways that peers, bosses and others can help
  « Process for following up with key stakeholders
  « Key milestones

Step Six: Active Learning
--Utilize a variety of developmental strategies such as role play, case study, simulation, shadowing, journaling and homework
--Schedule regular support meetings

Step Seven: Ongoing Success Review
--Administer mini-surveys with key stakeholders
--Review results and adjust action plans as necessary
--Assess coach's effectiveness (upon contract completion)

Questions or Comments?