• What needs to happen before we start coaching?

Before we start coaching, I need the client to fill out a background information form, meet to confirm we are a fit, complete a statement of work, conduct a coaching kick-off meeting with the client’s supervisor, select and interview people for 360 degree feedback, take assessments, and meet to create a development plan.  Once all the steps are complete, and the supervisor agrees to the development plan, we will start coaching the development plan.

• What is included in the contract?

The contract will establish the timeframe and frequency of the coaching meetings, responsibilities, confidentiality, assessing results, and compensation.  

• What is my company’s role in the coaching process?

For the best results, the sponsor or HR representative will actively engage in the process.  Since the organization is paying for coaching, they are expecting results.  I will meet at the beginning, middle, and end of the coaching engagement to ensure everyone is on the same page.  Ideally, the supervisor will engage with the client to help with the growth and development process.  I will not divulge any confidential information.  I will share with them common themes around the info covered in the coaching sessions. 

• What kind of information will you gather about me?

Feedback is beneficial to growth and change.  I may request you to take Emotional Intelligence, Saboteur, and CliftonStrengths assessments.  I will interview supervisors, colleagues and direct reports to better understand how you are perceived in the workplace.  Your goals, the organization's goals, assessments, and interviews will help us co-create the development plan.  

• What does the first meeting encompass?

The first meeting is somewhat informal.  We will get to know one another’s background.  Before the meeting, I will ask you to fill out a pre-coaching survey which will guide our discussion.  I will ask questions about significant life points, the background behind decisions, likes, dislikes, relationships, work history, and skills.  We will also discuss your goals and what you might want out of coaching. 

• What do the rest of the coaching sessions entail?

Many of the coaching sessions center on a personal exploration of why you might have individual, performance, or relational issues.  You are the captain of the coaching ship.  The topics we cover will primarily be directed by you as long as the results ultimately align with your organization's goals and the development plan.  You may have homework to complete between sessions.  The coaching session can help you unpack what you learned or experienced during the homework.    

• What will I work on during coaching?

You will work on yourself.  Something prevents you from meeting the demands of your current reality and holding you back from a better future.  The meta-goal of coaching is to break through your barriers and unleash your talent in the world.  You and your organization determine the specifics of what you work on.  

• Are you or my company going to tell me how I need to grow?

I am not going to tell you how to grow.  I will challenge you to grow in areas that will benefit you and the organization.  Your supervisor might be the only person who is explicit in how they want you to grow.  The feedback from the 360 interviews and the results of the assessments will provide you with numerous areas to develop.  The organization may express a broad scope growth goal.  The specific ways to achieve your development goals are up to the coach and the client to create.    

• How will my company and I know if I am making progress?

You will know if you are making progress through your self-assessment.  Each of us knows when we grow and see a different result in our performance or a relationship.  Your organization will realize you are making progress because we will set up a formal development plan.  This plan will include your goals and how you expect to achieve them.  The organization is looking for an ultimate result from you and will assess that result.  You can also let your colleagues and subordinates know you are in a development process. You can share the specific behaviors you want them to watch for and request feedback from them in real-time.  Since your supervisor has seen your development plan, you can check in with them to see if you are making progress.

• What other meetings need to occur besides the coaching sessions? 

We will meet with the sponsor and HR to discuss the coaching process, the development plan, and an end-of-coaching meeting to assess the results.  I will also meet with HR or the sponsor to develop the statement of work.

• What should I expect in coaching sessions?

You should expect a warm environment to express yourself and focus on your growth safely.  We will discuss your most immediate concerns as well as topics related to your longer-term development.  I will listen with intention and navigate your thoughts, behaviors, and words with questions.  I will only provide advice if you are open to it.  As we approach each session close, I will guide you through creating self-directed homework assignments to work on a skill or continue with your growth and development.  

• What are my responsibilities outside of the coaching session?

Growth does not only occur in a coaching session.  It is your responsibility to include others in your growth process; It is also your responsibility to choose the pace of your growth.  If you want to accelerate your growth and unlock more of your potential, working on development outside of coaching is imperative.  You may have homework like reading an article or book, practicing behaviors, journaling, watching a short video, etc.   

• What are my options if I don’t feel comfortable with you as a coach?

First, I will challenge you to address your concern with me.  If you don’t like that option, you can address your concerns with a representative with HR or your sponsor.  If we cannot come to a resolution, we may engage in terminating the contract.  

• What happens at the end of the coaching contract?

At the end of the contracted period, we will conduct a final meeting with the sponsor to affirm your growth.  I will review the results with you and the sponsor and say a formal goodbye to end the structured coaching process.    

• How does your background inform how you coach?

I have a background in experiential education, theater, and outdoor recreation.  I will challenge you to conduct role-plays in the coaching sessions and with others.  I may use experiential tools or an activity as a means to explore a topic or something inside of you.  Behaviors are surfaced during play and novel scenarios allowing us to address them and come into different ways of being.  I use adventure as a metaphor for broader issues in our lives.  In addition, I believe growth can be fun if we have the right mindset.