Step 1 - Identify Goals

Highlight outcomes desired from coaching, including:
•    Strengths to leverage (continue)
•    Limitations to address (stop; let go)
•    New leadership behaviors to add (start)

Assess the impact that achievement of these outcomes could have on:
•    Organizational results
•    Leadership excellence
•    Personal fulfillment and legacy

Agree upon coaching process and timetables 

Step 2 - Assess Current State

Gather additional data regarding strengths, limitations, new behaviors

Possible sources
•    360 online surveys
•    360 interviews
•    Structured assessment interviews
•    Diagnostic instruments
•    Performance feedback
•    Other feedback

Step 4 - Take Action / Coach

​Practice new and different behaviors
•    On the job
•    Special projects
•    Community activities

Work with coaching tools and frameworks

Commit to a few simple work and personal practices to maximize daily effectiveness

Involve colleagues – “Feedforward”

Attend workshops as appropriate

Read applicable books and periodicals; do other forms of self-study

Step 3 - Refine Goals / Create Plan

Clarify and refine goals based on new data
Commit to change

Draft a development plan
•    Areas of focus
•    Outcomes desired in one year
•    Measurements of success
•    Specific actions for next 30, 60, 90 days

​Step 5 - Measure/Follow-up

Track and  evaluate results

Reframe actions for next 90 days

Set goals for next level of contribution

Confidentiality

Confidential
•    All coaching conversations
•    Feedback report

Shared
•    Process updates
•    Development plan via 3-way meeting