Individual and Peer Coaching
Many companies are discovering that coaching is not just for executives; it can help accelerate anyone’s ability to acquire and retain the mindset and skills for maximum success at work.
In one-to-one sessions or peer-coaching in groups of 4-8 members, coaching for High Potentials and new supervisors is often a powerful way to augment your Succession Planning and New Supervisor Orientation processes.
Frequently Asked Questions about Individual and Peer Coaching
Q: What is the coaching process?
A: Whether coaching one-to-one or in a cohort-forum, the coaching process includes 1) goal identification, 2) coaching-generated practices and actions, 3) ensuring sustainability, and 4) closure/what’s ahead. Whether we meet individually or in a group, each client works on a specific goal tailored to their interests and needs.
Q: How long does it go?
A: We strongly recommend you sign up for coaching in 6-month increments. Coaching by nature can be challenging, and by committing to a minimum of 6-months, you help ensure you’ll receive full value.
Q: How often will we coach?
A: For individual coaching, you’ll typically have 2-3 sessions per month for 60-90 minutes each. For peer coaching, we’ll meet by conference call once per month for 2-4 hours. In either case, we’ll find the rhythm that matches how quickly you want to move.
Q: Will we meet in person or over the phone?
A: After our initial face-to-face meeting, our coaching is usually over the phone. We tailor the arrangements to suit your needs.
Q: What if I’m not clear about my goals?
A: That will be the subject of your first 1-3 sessions: getting your goals (even more) clear, specific and measurable.
Q: How does Peer Coaching work?
A: Peer coaching works well whenever you have a group of people who are willing to become learning partners with each other—often on a topic you share in common. You’ll establish your individual coaching goals, and each month will receive support from your coach and peers on issues pertaining to your goals.
Please contact us and let’s talk about your unique needs and how we can help.
Rebecca’s key strengths are authenticity, integrity and listening; drilling down to root-cause—the true issue—effectively and diplomatically.
-- Julie Jensen, USA HR Director