COACHING MODEL
Delivered in one-on-one coaching sessions, The Leadership Marathon coaching model consists of five sequential steps. This model, while broadly applicable, is highly customizable, so that it can be used in a wide range of situations. Here is a brief explanation of each step:
Step 1 - Goal-setting
In this initial step, the leader begins a high-level process of defining why they are in the program, their goals, and desired outcomes. They will identify the characteristics and qualities that are important for their current role and future roles as well as the benefits of improvement for themselves, their team and their company.
Using a self-rating system, the individual also assesses their level of competence in several behaviourial areas related to their job and career. Then, combining this information with the leadership assessment reports, we guide them in selecting two or three key behaviours to focus on throughout the program.
Step 2 - Assessment
Before a leader can implement behaviourial change, he/she must have a clear understanding of themselves, their skills, interests, preferences, management style, competencies, strengths and weaknesses. Using a set of assessment tools and techniques, we guide the individual through this thorough and honest assessment. Only then will he/she have an objective understanding of himself that will lead to a well-organized, focused set of action plans.
Step 3 - Action plans
We work in a collaborative way with the leader to develop specific and measurable strategies and action plans for changes that are consistent with the suggestions of their employer and the expectations of the leader. We are particularly careful to ensure that ownership of the action plan resides with the individual not the coach. This is necessary to strengthen the commitment of the individual to carrying out the plan.
During this phase, the leader also selects key stakeholders - peers, colleagues, managers, employees and associates - who are committed to his/her development and support the desire to change key behaviours. These stakeholders play a key role in the coaching process by providing constructive feedback and offering suggestions for improvement.
Step 4 - Implementation
We schedule two or three meetings a month, typically over the course of six months, to keep the individual focused on their action plan and to provide objective, independent support in their pursuit of change. This is the phase where observation, practice and experimentation take place, and it is where behaviour and performance of the individual actually changes. These meetings are held in person, in our offices, although occasionally telephone meetings are held in the interest of time and location.
Step 5 - Evaluation
Behaviourial change should be measurable so, at the conclusion of the coaching program, we conduct a formal evaluation to determine if the coaching goals have been accomplished, have the selected behaviours improved, and essentially, has the performance bar been raised. These results are shared with the individual to determine next steps.
We also develop a self-coaching toolkit that enables the leader, upon conclusion of the program, to continue to apply the concepts learned. If this self-coaching is applied effectively, the leader does not fall back into old habits and previous behaviours for dealing with issues.
Duration of coaching program
Programs can be structured for different lengths, depending upon the requirements of the individual and the employer. On average individuals should be prepared for a six-month commitment in order to experience sustained improvement. Generally, we would schedule two to three meetings per month with the individual. Telephone consultation is also used, as required.
