Phase I - Discovery & Assessment

The coaching begins with a three-way meeting between the client, the client's manager, and the coach. Sometimes a representative from Human Resources also participates in this meeting. The purpose of this initial meeting is to identify the specific needs and desired outcomes of the coaching engagement. In this phase the coach also learns more about the business context for the engagement. Lastly, the client determines the scope and use of any assessments. Information can be gathered regarding the leader's style using a variety of assessment instruments* and/or by analyzing recently collected data such as employee or 360 surveys. Or, the client may choose to bypass the Assessment Phase entirely, and move right into the Coaching Phase.

Sometimes clients contract with the coach on an individual basis, in which case, his/her manager would not be a part of the coaching process.

* Margaret is licensed in the Myers-Briggs Type Indicator (MBTI), Herrmann Brain Dominance Instrument (HBDI), MRG's 360 Leadership Effectiveness Analysis (LEA), and Values in Action (VIA)

Phase II - Coaching

Confidentiality** is essential throughout the entire coaching process. Typically the coaching occurs weekly or bi-weekly, either over the phone or in-person, with sessions ranging in length from 30 to 60 minutes. The client sets the agenda for the meeting. Sometimes the session ends with an inquiry, which is a powerful question that is intended to deepen the client's learning and provoke further reflection between sessions. The inquiry is usually based upon a particular issue the client is currently facing. Other times the session ends with some kind of accountability - What are you going to do? By when will you do this? How will I know?

Margaret is a Certified Professional Co-Active Coach (CPCC) which is recognized by the International Coaching Federation (ICF).

** See Code of Ethics for more specifics regarding confidentiality.

Phase III - Evaluation

Although the effectiveness of the coaching is evaluated throughout the coaching engagement, the client is asked to complete a written evaluation toward the end of three months and again at the end of six months. (See sample evaluation form here) The evaluation provides an opportunity for the client to reflect on their experience and capture their learnings to date.

Another three-way meeting is scheduled around the three and six month mark to evaluate progress toward desired outcomes. The client is free to share whatever he/she chooses, while the coach is there to facilitate the dialogue between the client and his/her manager. The client's manager shares what he/she has noticed regarding progress and identifies any additional areas of focus.

To see what clients have to say about their coaching experience, click here.

Executive Coaching

Code of Ethics