When hiring an executive or business coach a potential client should inquire is there a business coaching methodology? Is there a process that the executive coach follows?
About My Business Coaching Methodology
CxO Coaching Methodology is adapted from training and certifications Glen Hellman obtained a decade of business coaching.
Many people confuse coaching with consulting. Effective coaching, however, differs from consulting in that a quality coach asks questions and avoids proposing solutions. A good coach guides a client to develop an optimum, prioritized action plan through spirited questioning to enable the client to develop a plan that they will commit to executing.
Research shows that people have a higher probability of executing plans they develop as opposed to plans that are developed for them. As a coach, it is my responsibility to vigorously question your thinking in order to help the client crystallize the best path forward.
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Business Coaching Methodology Process Elements
- Leadership Canvas Development – A proprietary checklist to develop, define, and understand a leader’s personality assets, organizational culture, values, and goals. For example, if your company’s mission is to find a western passage from Spain to India the Leadership Canvas serves the function of a compass and sextant to lead you through perilous, unchartered waters.
- KPI Development and Agreement – Develop annual and quarterly Key Performance Indicators (KPI) to organize themes for coaching sessions. For example, a theme could be client acquisition, operational excellence, increasing client lifetime value, reducing revenue acquisition cost, recruiting talent, employee development, cost of goods optimization, improving client user satisfaction, etc.
- Ongoing Monthly One-Hour Coaching Sessions – Consisting of:
- Progress check-in – against KPIs
- Rate business, personal, and health status
- Drill down on pressing issues
- Agree on monthly goal for next month’s meeting
- Quarterly Meetings – take place in the first month of each quarter and include a reassessment of annual themes and KPIs.
- Fierce-Based Issue Processing Process (Based on the Mineral Rights Process adapted from Susan Scott’s Fierce Conversations)
- Interrogate Reality – focus on thoughts and feelings and what is at stake.
- Make the Conversation Real – No masks or barriers allowed. Both coach and client must be completely authentic and vulnerable.
- Be Present – Listen to the words and for the meaning. Listen to what’s not being said.
- Issue Identification – Ensure you are discussing the real issue and that it is properly identified. Don’t allow symptoms to be identified as problems. Get to root causes. Avoiding issues is not allowed.
- Confront Your Toughest Challenge – Take the time to properly identify the problem or issue at hand. Dodging the problem or issue will do nothing but prolong the dilemma resulting in a less than optimal solution.
- Instincts – Don’t ignore your gut instinct. Promote both head and heart responses.
- Let Silence Do the Heavy Lifting – During a conversation allows silence to draw out the truth and drive home impact.
- Use the Driven Forward Dill-Down Process – When dealing with a problem or complex issue as your tool for identifying, clarifying, and taking appropriate action.
CXO Drill-Down Critical Issue Process
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