Scales of Coaching Engagement

A single 6-session cycle can address the needs for developing a new approach to a single incident or situation as well as multiple incidents, what we’d call a current patterned behaviour or attitude. One to two programs (6 -12 session cycle) can be necessary to realise a current approach and develop a new one in a given role or domain at work.

Two to Four programs (12-24 session cycle) tends to occur organically, and usually we are working with and developing the Client to find a new way of being across their entire life- often some behaviour, perspective or attitude that has been running them habitually for many years.

Ongoing ROI and Coaching Evidence

The Developmental Coaching programme is reviewed at the end of every 3 sessions (by Coach and Client) to review:

1. Coaching direction – are we on track? Are we on topic?
2. Realisation of objective results – creating and reviewing evidence based KPIs for the cycle (session 1)
3. Return on investment evaluation – is the coaching delivering beyond the required level of value to ensure it is sustainable?

Other included coaching lenses and diagnostics

Our selective diagnostic instruments provide a sound, measureable basis for beginning the Leadership Development process. They also assist with creating objective awareness of the Leader’s thinking (attitude), their sense of self (beliefs, values, identity), style and approach (behaviours).

The Enneagram Personality Profile (Included)

The Enneagram personality profiling tool is used to facilitate awareness of the Manager’s current way of approaching people, problems, challenges, conversations, delegation etc. in terms of habituated thinking patterns, attitude, behaviours, responses and reactions.

The Self Review process and Well-Formed Outcome (WFO) Survey (Included)

The Self Review process and WFO survey is the Coaching pre-work completed by the Executive to help them identify their current personal, professional and organisational needs.

Lines of Development (Included)

The Lines of Development lens looks at the Executive’s current level of capacity and competency in each of 10 key Developmental Intelligence Lines, and aligns each with the Executive’s Coaching topic and outcomes, therefore identifying developmental blind spots. Lines of Development include Emotional Intelligence (EQ), Moral Intelligence, Interpersonal (relationship) Intelligence, Needs Intelligence, Somatic (embodiment) Intelligence among many more.

(Optional) Developmental Stages Assessment (Additional Cost)

The Developmental Stages Assessment is an assessment methodology for human development, devised by Terri O’Fallon, Ph.D. This stage assessment maps your meaning making by identifying your current worldview (stage of human development). Created from Developmental Psychology, this assessment is particularly useful for Leadership and Organisational Development.