- In our initial meeting, typically held in person, I will meet with human resources, the coachee’s manager and the coachee in a group setting to have a conversation about background and goals.
- I then meet the prospective coachee one-on-one to assess “fit” and comfort with coaching from the coachee’s perspective.
- In this meeting we also, decide if – and to what extent – peer input should be part of our coaching plan.
Assessment and planning
- Typically a customized 360-degree assessment is prepared for the coachee, where her or his peers, management, reports and sometimes customers, are polled. The input is analyzed, summarized and shared confidentially with the client in a supportive feedback session.
- The coachee and I use this feedback data, as well as the coachee’s insights on desired development areas, to outline a plan for the length of the agreement.
Meetings and checkpoints
- Ongoing coaching meetings are typically conducted by telephone or video teleconference software, e.g., Skype, but may be held in person.
- The coachee always has the flexibility to change direction and focus during the span of the agreement.
- An interim report is produced for management and HR, subject to confidentiality parameters agreed upon at the initialization of the coaching contract.
- A final report is likewise produced for management and HR, subject to the same confidentiality parameters.
- My coaching agreements range from one month to six months
- One month = four meetings
- Three month = twelve meetings
- Six month = up to thirty meetings
- Travel fees for in-person coaching meetings are billed at cost plus time, at a standard rate.
- Assessments are billed on a time and materials basis at a standard rate.