Our Coaching Model
Each coaching contract is different. Each coaching client will have different needs and coaching assignments are tailored to those needs. At IMPACT, we have a recommended approach that forms the basis of all of our coaching assignments.
Our recommended coaching model is grounded in the following coaching principles.
Coaching is most effective for the coaching client when:
- the contract is clear and agreed upon upfront by all appropriate parties
- it recognizes the partnership between the coaching client, his or her organization and the coach
- it is guided by strong data in the form of assessments and 360 type feedback
- there are regular check-ins throughout the coaching process to ensure coach and client are meeting coaching objectives
- coaching conversations are focused on practical issues relating to coaching objectives
- coaching conversations are direct and empowering
Our model begins with data gathering. We ask all clients to complete some personality assessments and agree to some 360 type interviews. We also request any existing data the client may have (assessments, performance reviews, etc.) Using this data as a starting point, we work with the client to develop a clear set of “critical few” coaching objectives. The coaching objectives are validated by the organization or other appropriate parties usually through a meeting with the superior or other relevant stakeholders.
Once coaching objectives are set, coaching conversations begin. Conversations are focused on meeting coaching objectives and will be supplemented by reading material appropriate to the topics covered. All conversations and material are captured in a confidential, secure coaching file shared between the coaching client and the coach.
Throughout the process, we recommend that clients invite 5 or 6 people to help them meet their objectives. We provide the client with a short we- based survey that is used to gather quick feedback on their objectives at the 3, 6, and 9 month mark. This feedback is returned to IMPACT, shared and discussed with the coaching client and captured in the coaching file.
The final stage of the IMPACT coaching model process is an evaluation against objectives and a close or a re-contract. The majority of our coaching engagements last somewhere between 7 and 12 months. Often coaching contracts end with a final set of 360 interviews to evaluate progress and help the client set new objectives as they move out of the coaching relationship. If the coaching contract is to continue, it will be re-contracted using new coaching objectives validated by all parties.
