Executive Coaching

Our coaches use a classic coaching model to establish a strong and trusting relationship focused on enhancing the client’s experience and success in role and career; high performance, increased confidence, best work/life integration and overall satisfaction. Our intent is to map out an effective, big picture structure for coaching and to leave the more specific level of activity up to the coach and client to articulate through their work together.  Many coaching organizations use a similar model with some variations.

Discovering

Achieving alignment of expectations among all stakeholders – client, sponsor/client’s manager, and often times an HR partner – is at the core of discovery.  Agreeing on the right ‘fit” among coach and client, and clarifying roles and responsibilities are all key to the success of the engagement.  

Assessing

Providing the client with an objective assessment sets the stage for the client to ‘hold up the mirror’ and understand more thoroughly how he or she is coming across in the culture.  Our full assessment process is supported by our own team of psychologists.

Planning

After receiving robust, objective feedback, the client works with the coach to prioritize the most key developmental themes and to validate them with stakeholders.  The coach supports the client in crafting an executive develop-ment plan – a  road map for coaching and for assessing the impact of coaching. 

Coaching

While coaching sessions take place from the start of the engagement, the Assessing and Planning phases lay a strong foundation for focused coaching tightly linked to the key themes that have emerged.  The coach asks the client to identify the coaching agenda items and desired outcome for each session and supports the client in fully exploring those areas.

Sustaining

The client should emerge from the formal coaching experience with greater self-awareness, self-coaching ability and mid-stream course correcting skills. Using reflective learning, the coach champions  greater self-efficacy and personal accountability.  Once the engagement concludes the coach will remain close by supporting a continued, prioritized developmental plan. 

For more information please contact Sharon Malone, President, The Malone Group at
(860) 674-9325 or sharon@themalonegrp.com.