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Below are the steps that I use in a typical executive coaching engagement:

  1. Clarify the overall objectives and metrics of the  executive coaching program. Align expectations.
  2. Introduce the coaching process with the Client and, if applicable learn about the Client’s past experiences with executive coaching.
  3. Identify the Client’s personal and career vision, values, priorities and hopes for the coaching.
  4. Co-create with the Client a language and tools that we can use to push beyond current capabilities and limitations.
  5. Review 360 or other feedback with the Client and identify clear and specific goals and metrics. Two key focus areas are competencies for top performance in current role and competencies for promotion to next role.
  6. Map out an initial plan to get from point A (the client’s starting point) to point B (executive coaching goals and objectives). Create a draft Leadership Development Plan.
  7. Arrange a meeting with me, the Client and the Client’s manager(s) to present high-level discoveries from the 360 and draft of executive coaching plan and to get input from the manager(s). I work closely with the client to prepare for this meeting. *
  8. Facilitate the Manager-Client-Coach meeting and work with the Client to revise the Leadership Development Plan, if needed.
  9. Conduct bi-weekly telephone and/or in-person coaching sessions with the Client. The Client sets the agenda for each executive coaching session based on coaching goals, Client needs, and situations that have occurred since the previous session.
  10. Perform periodic informal process assessments with the Client — What’s working? What’s not working? How can we make the executive coaching even more powerful? Are we meeting the coaching goals?
  11. Finalize the coaching with formal written feedback reports – one which I prepare and provide to the Client sharing my assessment of the Client’s progress and suggestions for future development, and one I ask the Client to complete to self-assess progress and provide feedback to me about the executive coaching experience. The Client has the option to share all or part of the feedback with the organization, based on Client’s comfort level and previously agreed upon expectations between the Client, Executive Coach and organization.
  12. Schedule 3-month and 6-month follow-up coaching sessions to assess the Client’s progress in meeting his or her developmental goals and provide suggestions for maximizing the Client’s efforts.

-Dr. Jeff Kaplan

Dr. Jeff Kaplan

Dr. Jeff Kaplan is a business psychologist and executive coach who coaches executives and high potentials to lead with heart. Jeff helps leaders to work more collaboratively with others, recognizing that people are an organization’s greatest asset.