Executive coaching process is usually carried out to bridge the gap between the company’s expectations from the executives and the resources available to help the executives meet the expectations through the development of the attributes and necessary skills. Each step of the process is often recommended to be specific and specialized according to the type of coaching, demands of the individual and the organization, as well as the interaction between the executive and the assigned coach (an important relationship). However, executive coaching process can adhere to the following basic framework:
Different Steps of Executive Coaching Process
- The first step of the process is the preliminary data gathering stage or the otherwise described as Pre-program. The representative of the coaching company meets with the leader of the executive and the HR to discuss the reasons for hiring a coach. They discuss on the details pertaining to the background of the executive as well as the leader and the expectations of the HR. The expectations of the HR carry the objectives of the company that are to be availed in the executive.
- The second step of executive coaching process is contracting, where the executive, manager, HR and the coach reach on a common agreement on the details of confidentiality, desired outcomes and measurement particularly outlining the roles and responsibilities of those involved in the engagements. The assessment process and the appropriate tools are determined. This step also includes the drafting of the letter of agreement. The developmental goals determined with the acknowledgement that they may be changed during the course too if the need arises.
- The third step of the executive coaching process is where the coach determines the magnitude of the disparity between the prevailing and the expected level of performance as well as the client’s pattern of strengths and weaknesses. Before the assessment of the executive, the coach should determine whether process can or cannot be successful and worthwhile for all the parties involved. The suitable assessment tools are also recognized and ensured to be implemented appropriately for the appropriate executive so that the observer (coach) has an objective judgement of the executive’s performance.
- The executive coaching process’s fourth step is feedback and development of an action plan. This stage involves the evaluation of the assessment tools, reviewing the relevant data and then devising a developmental action plan. The action plan leverages strength and addresses the executive’s developmental opportunities.
- Coaching is the fifth step in the executive coaching process’s basic framework. This is recognized as the developmental sessions that are regularly scheduled. The intervals of the meetings depend on the nature of the assignment and the meetings should primarily be face-to-face. While it is supposed to be face-to-face, there may also be supplementary communications through email and phone.
- The final step is closure and evaluation. This final executive coaching process is where the coach and the HR meet the leader to evaluate the developmental accomplishments against the discussed and finalised objectives.
It should be noted that though the contents and conversations of coaching are meant to be confidential, the developmental action plan as well as the key progress should be reviewed. At most, it can be shared with the supervisor so that progress can be tracked.
