Executive coaching helps leaders increase their skill and effectiveness. While ultimate responsibility for change and development falls on the client, coaching is a partnership in which the coach’s role is to probe, challenge, and support the client through the development process.

The coaching process is a six-month engagement, including the following:

• Initial agreement on goals.
• A 360-degree assessment. This assessment will consist of a phone interview with 10-15 people inside and outside the organization who know your leadership and support your growth. The intent of this assessment is to collect objective data about others’ perceptions, including both strengths and opportunities to improve effectiveness and grow as a leader.
• An individualized learning plan, based on goals and the assessment results.
• Weekly one-hour calls (frequency and length of calls are both flexible, depending on client needs); these calls can be via zoom or telephone.
• Additional calls/emails/texts as needed.
• Confirmation of desired goals and approach at the beginning of each call.
• If desired, review of/assistance with materials/processes (e.g., presentations, agenda development).
• Assessing client satisfaction with interactions and the results achieved after each meeting and every month during the process.
• Giving and receiving feedback to ensure that this program is providing outstanding value.
• A review at the end of the six-month commitment, to discuss success and determine next steps.

The client should be comfortable having conversations about their organization, working with current employees and partners, and their strengths and perceived weaknesses as a leader. They must be open to exploring their perceptions, behaviors, and feelings as they relate to their leadership.

The content of discussions is completely confidential, and any content is shared only at the client’s discretion, with two exceptions: if an issue arises that legally requires reporting; or if the content is subpoenaed, as coaching engagements are not considered “privileged.” Coaching services are not to be construed as, or act as replacement for, psychotherapy, legal counsel, or medical advice.

The Coach’s Responsibilities

• Commitment to the client’s success.
• Creation of a safe coaching environment that balances encouragement and challenge.
• Asking questions and sharing observations that will promote the discovery of new insights.
• Actively listening, sharing resources, providing input and feedback, and acting as a thinking partner.
• Adherence to the confidentiality agreement.

The Client’s Responsibilities

• Agreement that the coaching relationship is important to them and commitment to achieving the goals developed.
• Commitment to following through on actions and agreements made.
• Ownership for progress and accomplishments.
• Ownership for scheduling meetings and providing 24 hours notice when needing to reschedule.
• Openness and honesty during the sessions, including providing advice on how to get more value from sessions.

The goal of this coaching agreement is to work together to make the client even more successful, and to help them achieve the mission and vision they have set for their organization.