FAQs

• The International Coaching Federation (ICF) defines coaching as “partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential. The process of coaching often unlocks previously untapped sources of imagination, productivity and leadership.”

• Said another way, think of coaching as a high impact conversation where a dedicated thought partner helps a client use their inherent creativity and capabilities to address a challenge they are facing.

Every coaching conversation or engagement begins with the need to address a client’s dilemma, challenge or proposed path forward.

Each coaching engagement is unique, but in general expect an orientation session to be followed by a three phase coaching plan. Generally engagements will last six months if not longer.

Yes. We are certified by the The Center for Executive Coaching - an International Coach Federation (ICF) approved training program that trains and certifies executive and leadership coaches from major organizations around the world. We are also certified to administer the ProfileXT total person assessment.

• Absolutely. Team coaching is growing quickly and is becoming increasingly important to organizations of all types and sizes. Team coaching aims to enhance a team’s collective performance, collaboration, and effectiveness to ultimately drive greater organizational success and value.

• Team coaching often begins with an assessment of the team's dynamics, strengths, weaknesses and goals. Depending on the scenario, it may also include individual interviews, surveys and observations.

• Following data collection and analysis, workshops are constructed and conducted to guide the team towards its stated objectives(s).

The length of an engagement depends on the client and their needs. We require engagements to last a minimum of six months with one-hour meetings typically occurring weekly at first and shifting to bi-weekly later. We find that it often takes at least six months to make significant progress towards a client’s objectives.

While coaching can certainly assist problematic employees, greater value can be gleaned from providing it to employees likely to be promoted to roles of greater or expanded leadership before issues arise. No one is born knowing how to lead a team perfectly and companies often expect high performing, individual contributors to morph into effective team leads without any dedicated guidance. Coaching is particularly effective in situations like this and in assisting with leadership transitions prior to their occurrence.

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