Alignment meetings with the executive and higher level management, when
applicable, to:
- Clarify the purpose and expectations of the coaching process
- Agree on confidentiality and how progress will be measured
- Define the executive's personal leadership goals and those of top management,
when applicable
- Identify strategic business goals and current needs to link the coaching
effort to the organization's leadership requirements
- Explain the content and use of a 360-degree feedback process
- Assess the executive's leadership style using the Myers-Briggs Type
Indicator or other assessment tools
Meetings with 360-degree feedback participants to explain the purpose
and goals of this process
Interviews with selected 360-degree feedback participants to supplement
questionnaire responses
Regular coaching is done for a minimum of six months, mostly by telephone,
and results in:
- Discussion and analysis of the behavior patterns identified in the
360-degree feedback
- A development plan for improving leadership skills
- Weekly action goals and feedback
- Positive behavioral changes
Periodic alignment meetings to ensure that expectations are being met
Evaluation of executive's progress by repeating the 360-degree feedback
process
