LEADERSHIP COACHING

Overview

C Global coaches are world-class. They deliver a high quality experience whether they are coaching a leader 1-on-1, in a group, or in combination. Below are answers to key questions about our high-impact approach.

What’s the Dream?

We see coaching as a deliberate and intentional partnership to manage growth and change. Since change isn’t always easy, we begin our 1-on-1 work by identifying the client’s current state and desired future. “What does success look like?” “What are you hoping to achieve?” are common questions asked at the beginning of an engagement. (We also like to explore such questions with our HR & Talent Management sponsors, before beginning any coaching assignments). When it comes to individual coaching work, it’s important to identify the driving motivation for growth and change, or else the client’s goal pursuit may fizzle. A common trap we seek to avoid is people striving for a goal because they feel they “should” do something. Fleshing out a person’s “dream” (envisioned, ideal future) helps clients overcome common lapses in motivation, by tapping into their genuine inner drive to change.

What’s the Plan?

We support client’s actualizing their “dream” by formulating concrete, “down-to-earth” action plans. Our action plans identify clear goals, including specific behaviors that clients can implement on a daily-basis. Throughout the coaching engagement the coach and client are mindful of the plan, and revised it if / when situations evolve. Regardless of a client’s context, our approach to coaching is based on the premise that clients have the requisite resources required to achieve their goals. They just need support accessing those resources. Ours coaches work with clients in a deliberate process to help them access internal and external resources. Internal resources, such as confidence, may be accessed through a series of powerful questions and observations. External resources, such books, may be accessed upon recommendation. Diagnostic tools or learning activities may also be deployed in coaching engagements, if appropriate. .

What’s the Process?

Our 1-on-1 coaching process has 5 steps (see 5 box diagram below). The process begins with the client considering two or three possible coaches. Short, 20-minute “good fit” conversations give both coach and client a feel for what it would be like to work together. We like to remind clients before their good fit conversation that the coach he or she wants may not be the coach they need. (Research has shown that coach-client pairing with similar personalities work well at the start of an engagement, but then work against the pair later). Once a match is made, the engagement is launched with a series of assessments, including our standard “welcome questionnaire” to help orient the coach to the client’s unique context and experience. Our coaches generate insights for clients with carefully constructed questions that help clarify issues, gather data, elicit possibilities, identify challenges, and pursue and sustain solutions. Although we can’t do it alone, our coaches’ expertise in goal attainment help tilt the odds in our client’s favor.

Coaching Process

GOOD FIT CONVERSATION
LAUNCH ENGAGEMENT & ASSESSMENTS
GATHER INSIGHT & BUILD A PLAN
ALIGN STAKEHOLDERS & PRACTICE CHANGE
CONCLUDE ENGAGEMENT & REVIEW RESULTS

What Outcomes Can We Expect and Who’s Involved?

Identify Success Outcomes
• Understand challenge and opportunity
• Assess situation and readiness
• Identify alignment with goals
• Establish coaching goals in collaboration with the manager
Assess & Provide Feedback
• Administer 360-degree feedback
• Meet manager to review results
• Schedule live sessions and interim phone email support
• Gain insights regarding strengths and gaps
• Draft action plan
Strategize & Action Plan
• Develop an action plan and buy-in from the manager
• Use focused deliberate practices to develop and grow
• Log successful behaviors and challenges
• Enlist support from key stakeholders
Execute & Integrate Learning
• Support action plans and specific goals; update as needed; measure progress
• Organic periodic meetings with stakeholders and provide them with one-page progress report
Measure Results & Create Path Forward
• Measure overall results
• Final wrap-up meeting with the manager
• Acknowledge success and failure challenges
• Discuss sustaining change
• Progress check after 3 months
To the left are buttons that reveal additional information about the content and outcomes often associated with each step of a 1-on-1 coaching engagement. Click the red + sign if you like. Since it often “takes a village”, client managers, and other important stakeholders, are involved in the coaching process, either through interviews, 360-degree feedback surveys, or alignment meetings to increase impact.

How do we manage sensitive, private information?

We often see coaches operating in organizations hide behind a “curtain of confidentiality”. Their intentions are honorable (as privacy and trust are key to a strong coach-client partnership), and the problem likely has roots in coaches transferring a therapeutic model to the workplace (confidentiality is absolute and legally protected in therapy). That said, Human Resource / Talent Management (HRTM) personnel are actually entitled to information about the coaching engagements occurring in their organization. We at C Global use our “confidentiality spectrum” tool to help all stakeholders get on the same page about exactly what information is shared with who. For example, the dates and the length of sessions should be shared with HRTM personnel, at a minimum. (Feel free to reach out to a C Global Partner to learn more about what else can be shared, to help you navigate sensitive coaching engagements).

What about group coaching?

C Global is able to scale coaching beyond 1-on-1 coaching engagements. We have facilitated custom leadership development programs for numerous, diverse organizations that infuses a mix of 1-on-1 coaching, group coaching, and training on specific topics. To maximize impact we tailor our approach to meet the needs of the organization’s coaching needs.

For example, some organizations prefer people travel offsite for a three-day program to unplug and focus intensely on their professional effectiveness. Others prefer to choreograph a series of short two or three-hour sessions onsite. Regardless of format or location, C Global recommends assessing the strengths and areas for potential development of each participant, often with a 360-degree feedback and NBI Thinking Preference assessment.

How big is your group coaching team?

Depending on the size of the program, C Global may utilize multiple resources to help guide and scale the development of a group of participants. For example, previously we have deployed three resources (i.e., two coaches and one trainer) for a cohort of 16 participants. This allows us to mix in large group trainings (i.e., to teach everyone critical communication and influencing skills), with small group dialogue (i.e, 8 participants cross-pollinate their learning and experience), as well as some individual, 1-on-1 time with a coach. We like to give intense attention to each participant in our group programs to help them understand and confront their personal barriers to achieving their leadership vision. When participants emerge from our leadership programs they report feeling empowered, and are armed with a professional action plan they are motivated to pursue. Alumni have called the overall experience a “gift” for both them personally and the teams they lead.

Example: Facilitated three-day leadership development program for 64 leaders of a global organization that included customized assessments, action planning, and manager alignment meetings. Program ranked #1 relative to 31 other programs in the organization, with a 95/100 impact index score, a 97/100 perception index score, and a 96/100 global assessment score.

Is C Global a “Good Fit”?

Trust is the cornerstone for all productive coaching relationships. Coaching conversations will be personal, private, and direct. You can count on our coaches to be honest and straight-forward, to ask clarifying questions, to provide beneficial feedback, to make empowering requests, and to provide useful tools and resources. The purpose of the coaching partnership is to guide and support clients to hold on to their values, maintain clarity in their goals and to act towards the outcomes they desire.

To see if C Global’s approach fits with your organization’s coaching needs, we suggest you schedule a “good fit” conversation.