COACHING

Sometimes the problems in a work group appear to center on one or more individuals. Prior to starting a coaching relationship with an individual, it’s important initially to determine whether the person has become a scapegoat to allow the group to ignore its own issues, or whether the person is acting inappropriately in the work group, or both. If the individual(s) can benefit from one-on-one coaching, we provide the services described below.

Needs Assessment

First we interview the employee to accomplish a number of goals: (1) to determine whether the employee understands that the organization has identified behavioral issues which he or she must modify; (2) to determine whether the employee will take responsibility for changing his or her behavior, and is willing to change; and (3) to determine whether the employee feels comfortable in working with us.

Process

If all these conditions are met, we set up a schedule to meet and work with the employee on a regular basis. Meetings typically run from one to 1.5 hours; the frequency and total number of meetings will be estimated by us and mutually agreed to and approved by management before the coaching process begins. We provide regular progress reports to management, if requested. Once the employee has satisfactorily met the identified performance expectations and the process is concluded, we will provide a final report to management. Management is also advised to establish a periodic review process for one year with the employee to encourage him or her to sustain improvements. This review process can be provided by us or created by management.