Coaching

Philosophy

At Leadership Forum Inc., we have a point of view about what makes for best in class coaching. First and foremost, we believe coaching should focus on workplace challenges and on improving performance in the workplace.

Individuals often need a safe environment to discuss challenging situations that are most troubling for them. Best-in-class coaching helps the coachee think about alternative approaches, set goals, develop an action plan, and evaluate the success of those actions.

Furthermore, we believe the most effective coaching should be predicated upon the actual behaviors an individual exhibits at work and the impact of those behaviors (intended or otherwise) on other people. Coaching then is based on observable actions and observable corrections. Towards that end, we believe that data about behavior is often critical to effective coaching. Data can come from a variety of sources such as instruments, 360-degree assessments, and/or interviews.

Finally, we find that individuals can and do make changes when the changes are important to their effectiveness, when recommended actions are grounded in reality, when progress can be observed and monitored, and when they are given a chance to do things differently.

Leadership Forum Inc. provides access to a group of very experienced and talented executive coaches. We work in either:

One hour to four hour sessions

or

Extended engagements lasting up to six months or more

Our ideal format includes the following:

Recommended Steps and Timeline

For the first 6 months

1. Initial meeting to fully develop the agenda – about 2 hours – preferably in person.
   The agenda can include:
1. Leadership style
2. Relationships
3. Strengthening
4. Managing politics
5. Developing the team
6. Communication
7. Conflict
2. Interviews with colleagues – at least 3 or 4 people who can offer perspective
3. Leadership assessments and behavior self-evaluations - e.g., FIRO-B or others to be determined based on need. 360-degree evaluation - in company or other as needed
4. 4 to 6 hour meeting to review results, discuss implications, and develop action plan
5. At least 2 to 4 hour monthly meeting to discuss issues, review progress, and adapt plans along with phone calls as needed to discuss specific topics. We can use whatever coaching techniques are helpful to address the issues at hand (e.g., role plays, video taping, discussion, swapping positions, imagery, check lists, etc.). We will focus on behaviors, the intended and unintended consequences of these behaviors, and tactics. Work with the team can be included.

6. Review progress at 6 months and determine next steps if any.