At CoachingForFit.com, we work one-on-one with clients to help them achieve the highest level of performance in the work place. Our coaching approach is a three- phase process, involving eleven steps.

Phase One
COACHING AGREEMENT AND INITIATIVE

Step 1: Establish Coaching agreement.
The coach encourages the client and assures that he or she is committed to the coaching process. The coach explains the necessary work needed to change behaviors, how to be open to feedback and shares the importance of taking responsibility for the desired coaching results. The terms of the coaching contract and agreement are agreed upon at this time.

Step 2: Determine key stakeholders.
Make sure the key stakeholders understand their role and are supportive and actively involved in the coaching process. These stakeholders can be the client’s manager, Human Resources Department or senior management.

Step 3: Define Client Guidelines
Agree upon expectations, commitments, timelines, ground rules and alignment of goals and objectives. Clear guidelines need to be understood by both partners. A confidentiality agreement will be signed by the coach to underscore the coach’s commitment to creating a trusting and confidential relationship.

Phase Two
INFORMATION GATHERING, OBJECTIVES AND ACTION PLAN

Step 4: Identify background information.
Once the coaching agreement has been made, the client fills out the background information from the welcome packet so the process can start quickly and efficiently. The client reviews the overall structure of the coaching process outlined in the packet.

Step 5: Assess the client.
Information gathering involves the collecting of feedback which can come from: (1) existing and past performance reviews, (2) Interviews (client’s manager, senior management, direct reports, Human Resources Department or peers), (3) interview the key stakeholders, (4) 360-degree feedback, (5) and having the coach shadow and observe the client in his/her work environment.

Step 6: Identify developmental objectives.
Identify developmental objectives and goals for the client. A strategic plan is created identifying the key behaviors to be changed and the highest priority objectives

Step 7: Develop a measurable action plan.
A concrete, measurable, outcome-based action plan is developed that includes objectives and timeframes. That way, you’ll be able to clearly identify the benefits achieved and your return on investment.

Phase Three
IMPLEMENTATION, REVIEW AND CONCLUSION

Step 8: Implement Action Plan.
Implement the required action and behavior changes so the desired results can be achieved. The coach provides the necessary support by conducting coaching sessions and communicating via email between the scheduled telephone sessions. In the meantime, the client will commit time to the agreed-upon assignments and action items so the desired results will be achieved. Involve the boss or key stakeholders when appropriate and keep them informed of your progress.

Step 9: Progress review and feedback.
During the halfway point of the coaching partnership, an informal review of the coaching process is conducted. Feedback is collected by having follow-up conversations with the key stakeholders or boss to see what changes have taken place and what still needs improvement.

Step 10: End coaching engagement.
At the end of the coaching engagement, a review of the coaching process takes place. Feedback is collected on what has worked well, the progress made and areas still needing improvement. This gathering of information can occur from discussions with the stakeholders, supervisors, direct reports, boss, Human Resource Department or peers. These final results will be compared to the initial goals and objectives.

Step 11: Post coaching follow-up.
After the formal coaching sessions have ended, continued and less frequent check-in coaching sessions are scheduled. This helps follow-up on the success that has been created and sustain the behavior change for the long haul.