The objective of coaching is to help the client develop the skill sets and confidence which will enable them to become outstanding leaders who will contribute to the success of their organizations. When an external coach is employed, the coaching process typically consists of a series of focused discussions in which the executive and coach identify the executive's leadership challenges and explore alternative responses, which could lead to greater effectiveness. Through this process, executives examine their skills as leaders, identify new ways to leverage their strengths, and gain tools to improve their leadership. Coaching is about behavioral change. At YOU CAN LEAD coaching is distinguished by three qualities: COLLABORATION Coaching is a collaborative process. The strength of an effective coach does not lie in having all the answers or better answers than the executive. Instead, it lies in asking the kinds of questions and providing the quality of feedback that cause the executive to become more thoughtful, less habitual, and more strategic in his or her responses to business challenges. Of course it is important for the coach to become familiar with the types of business and interpersonal challenges that the executive faces, but the coach never assumes he or she knows how the business should be run. The role of the coach is to be a catalyst for the development of the executive. Throughout the process, collaboration is central to the work we do with executives. Before we begin, we collaborate with the executive and his or her boss to define the scope and content of the work. We further collaborate with the executive's boss and team to create incentives and support for positive change within the work environment.

FEEDBACK

We conduct a 360-degree assessment of the executive's leadership. This is accomplished through interviews with the executive's boss, peers, and team, and through instruments that measure leadership competencies. Once compiled, we meet with the executive to review the findings, identify themes, and develop an action plan.

FOLLOW-UP

We meet with the executive regularly in person or by telephone to determine the extent to which he or she has implemented the action plan and to provide support, advice, or referrals as needed. At intervals, we also contact the executive's boss and team members to ask if they have observed improvements in the executive's leadership and then modify our coaching to maximize the likelihood of sustained behavioral change. In some cases, we also coach the team members of the executive to leverage their relationships with the executive to get the quality of leadership needed to assure the success of the team. In short, coaching is a high impact process that is focused, collaborative, and effective.