FAQs

What is coaching?  

Coaching enables you to see and achieve your leadership, career, and future goals. Let us work together to access your strengths, reach your full potential, and enable you to lead others effectively. Our coaching can be one-on-one and focus on the areas you want to improve upon, possibly discovering talents you did not know existed. Additionally, if you want your whole team inspired, we can conduct group coaching.  

What is the goal of coaching?  

The goal of coaching is whatever you want it to be! Organize your life, simplify work, plan for your future; it is what you want it to be!

What processes do you use?  

The process varies by what type of coaching you want.  

Generally, we will follow the items outlined below.

Pre-coaching Survey

            After our initial discussion, I will send you a pre-coaching survey to find where your desires are found for life and business. This survey is where you get to dive into what you have in life and where you want to grow. It is a short survey but can provide valuable insight to us both!  

            Next, you and I will review these results to determine what goals there might be and start looking at pathways to utilize.  

Kick-off Meeting

            After reviewing the results of your pre-coaching survey, you and I will sit down to discuss logistics. If you so chose, we can invite your supervisor, Human Resource participant, or a trusted mentor. We are a team with your growth and development in mind and will utilize their input for goal setting.    

            Here we will discuss who will participate in the 360-degree survey; see below for additional information. We will also discuss any goals that HR and your supervisor may have, along with your wants and needs from this coaching relationship.  

This kick-off meeting will include a review of the contract, logistics of the affiliation, client/HR department expectations, and coach expectations. This is the perfect time for any team member to ask questions.

The 360 Process

The 360 Review Process will only be utilized if you want participation and feedback from your work team. If you do not want this, please continue with the development plan.              

This process involves asking a standard set of questions to 8-12 supervisors, co-workers, and subordinates. This process dives into the leader you are in a professional setting and may assist us in highlighting strengths, weaknesses, and growth opportunities. Each interview takes 30-60 minutes but provides valuable information for us to build from.   

Development Plan

            The development plan is where we will start building our goals and start associating actions with those goals. We will focus on one or two primary goals, realizing that sub-goals may support the main goal. You and I will reference our development plan as we conduct our coaching sessions, increasing the awareness of set goals to ensure success is found.  

The Actual Coaching

We have a development plan; now we get to start coaching! We will focus our primary discussion around your goals, but coaching can find a unique way to grow you as a person overall. Coaching is your time with me, and I will ensure the time is focused on enabling you to reach your goal and develop the skills you may need to achieve those goals.

Feedback

      If you are involving a mentor, supervisor, or HR member, we will have periodic check-ins. If just you and I are coaching, we will address how we will achieve your goals each session.          

     We will conduct check-in sessions with your supervisor and HR team to receive feedback throughout our coaching relationship if they were initially brought into the coaching team. We want to ensure we are aligning your goals with the input of your work team. Feedback check-ins will occur at a minimum of two times during our relationship but can be increased with a request from HR or you.  

            The first feedback check-in will happen after the development plan is written. This check-in will bring everyone to the same page concerning your growth.

            The final scheduled feedback will be when we complete our coaching relationship. Then, we will conduct a review of our time together, what assessments or processes occurred, the development plan, and your success!  

Will I take any assessments?

I love to learn about your emotional intelligence; this can play a crucial part in coaching you through your plan. I also like to coach with a Strengths point of view. Other assessments can be utilized as we go through the coaching process.  

Does this stuff really work?  

Check out the testimonials page if you wonder if it works. Furthermore, I myself see a coach to ensure I maintain my focus, goals, and balance. You will be amazed at what you learn about yourself!