Our Coaching Approach

Each coaching engagement is unique. While the specific goals, challenges and interests of each client are different and distinct – as are the individuals themselves – the overarching goal of TSNE’s coaching engagements is to enhance the effectiveness of you and your organization.

Our framework includes:

Defining Success

A dilemma of many coaching engagements is that they are framed in terms of activities rather than outcomes. Thus the measures of “success” become vague. Defining what success looks like is the first critical step in a successful engagement.

Reaching a meaningful definition is typically the result of one or more discussions between the coach and the coachee. They will agree on the challenge that the engagement will focus on. This will define no more than 3 or 4 focus areas for our work.

Clarification and Information Gathering

Depending on the challenge presented, the coach and coachee will develop an appropriate approach to the engagement. Whether the challenge is organizational or leadership focused, the coach and coachee determine together what additional information, verification or input is needed to understand its full dimensions.

This may include interviews or surveys of others who can lend perspective either on the issue or on the individual leader.

Action Plan and Measures for Success

Based on the agreed-upon goals, and informed by the information gathering/interview process, coachee and coach will develop a specific action plan. The plan will take advantage of the coachee's job responsibilities and normal business processes. It will identify new approaches or behaviors to be tested and explored, as well as strengths that can be enhanced.

Support

This is the fourth phase of the engagement and typically constitutes weekly, bi-weekly or – occasionally – monthly check-ins (often coinciding with the events and opportunities identified in the action plan).

Check-ins early in the engagement are typically more frequent as early steps are often the hardest and new, adaptive behavior needs a significant amount of reflection and reinforcement.

Results

The first 3 months of the coaching engagement are critical in setting the path and environment for change. The coach’s goal is to get the client immersed in the work - “out at sea with no looking back”.

The action plan will outline indicators of progress and success, timeframes and methods to track them.