Our Process
we’re all in this together
What You Can Expect
Duration of Coaching Engagements:
We engage clients for a minimum of 6 – 12 months. This commitment ensures one understands it takes time to transform habits of thinking and acting.
During the coaching engagement, the Coachee will:
- Identify 2 – 3 areas of focus for enhancing their leadership effectiveness
- Experience a challenging and thought-provoking process designed to cultivate lasting behavioral change
- Cultivate clarity and accountability for the sustainable behavior change desired by the individual and their sponsoring organization
- Have an independent and outside perspective that is well-versed in leadership challenges unique to public accounting firms
A common objection to coaching is I don’t have time!
However, once clients experience the value of coaching, they never miss a session–especially during busy season.
KEY CONVERSATIONS
We offer a structured process to maximize the return on your company’s investment. These Key Conversations create alignment between the needs of the Coachee and the Sponsoring Organization.
Hover over each number to read more.
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We are here to help with initial conversations with prospective Coachees. This could include:
- What coaching is/isn’t
- Coaching as an investment in one’s leadership potential
- What to expect during the coaching engagement
- The role of Company Sponsor
- The potential use of Leadership Circle Profile
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Up to 30-minute meeting to gather insights on initial goals for coaching, including what the Company Sponsor(s) believe is working effectively and to discuss any perceived challenges or gaps the Coachee is facing.
This call should occur within one month of the start date for coaching.
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These ongoing conversations address immediate leadership challenges and provide the space to design and refine leader development goals. The Coach partners with the Coachee to define what they want to accomplish in the session and identify measures of success.
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Up to 45-minute meeting to create alignment on goals for coaching and continued areas of focus. These calls also provide opportunities for senior leaders to share their perspectives. As applicable, the first of these calls will incorporate reflections of what was learned from the Leadership Circle Profile.
These calls will take place once per quarter.
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Up to 45-minute meeting to reflect on the progress made during the whole coaching engagement and to identify any important next steps for the Coachee.
This call will take place at the end of the engagement.
OPTIONAL: LEADERSHIP CIRCLE PROFILE
The Leadership Circle Profile™ (LCP) is a 360 leadership assessment that measures leadership effectiveness, not job performance. It takes into account feedback from your peers to evaluate your leadership skills, influence, overall effectiveness, and other key competencies relating to leadership. 360-degree assessments are of tremendous value because they reveal the perception of performance at various levels within an organization. How a direct report perceives leadership effectiveness might be vastly different from how a partner experiences it.
How is this different than other 360s?
- This assessment simultaneously provides focused feedback while revealing the underlying assumptions causing a leader’s pattern of strengths and limitations. Once this awareness is established, leadership development can proceed. Without it, transformative and lasting change is less likely to happen.
- The LCP correlates numerical data with leadership behaviors, which are often a challenge to quantify. This methodology is well received by those in the accounting profession, who may be more comfortable relying on numbers than esoteric conversations about behavior change. What does “act like a partner” mean, anyway?
The bottom line: This powerful tool provides targeted areas of focus for leader development.
