The New River Group Executive Coaching Process
Our executive coaching process begins with a chemistry interview with the executive and briefing by senior leadership and HR/Talent Development on background and goals, including an overview of systemic processes that are in place to support development. The length of a typical engagement is 6-12 months and includes the following elements:
1. Intake Interview
In-depth intake interview with the executive to include background, history, expectations, contracting (how the coach and executive will work together, confidentiality guidelines, etc) and an understanding of both the executive’s current role and goals and his or her long-term life and career goals. Engaging in coaching is a significant investment, both monetarily and in time and energy. Our intent is that the coaching engagement will help the executive to attain even greater success in his or her current role and provide significant value to his or her term development.
2. Stakeholder Feedback Interviews
Stakeholder feedback interviews with the executive’s Manager and HR Business Partner/ Talent Partner (Key Stakeholder Group) and with other stakeholders designated by these individuals, typically peers, direct reports, and internal clients and partners.
3. Assessment Review
Review of the executive’s prior leadership assessments as available. Identification and administration of additional assessments as indicated
4. Feedback Report Summarizing:
- Stakeholder expectations of the executive’s role in terms of behaviors and results
- Perceptions regarding demonstrated strengths—those areas where stakeholders perceive the executive is meeting or exceeding expectations
- Perceptions regarding demonstrated areas for development and change- those areas where stakeholders perceive the executive has opportunity to expand his or her effectiveness
- Recommended actions targeted to the 1-2 key developmental areas
5. Alignment Meeting
Alignment meeting with the executive and Key Stakeholder Group to review and agree on actions and review the planned coaching process, including confidentiality and ongoing communication/touch base points
6. Coaching & Evaluation
- Coaching sessions as scheduled to include situation analysis, behavioral strategy and rehearsal, shadowing, and other methodologies.
- Communications by the executive with his/her stakeholders thanking them for their participation, sharing the high level results and development focus, and initiation of a feedback process where the executive invites ongoing feedback and suggestions regarding development focus
- Ongoing communications with Key Stakeholder group as agreed to assess progress
- Survey of Stakeholders at close of process to formally evaluate progress and identify strategy for sustaining the positive change