Team High Performance Coaching

 Primary Goals are:

• Increased personal awareness of leadership strengths and potential “blind-spots.”   
• Identification of key development areas for each leader;   
• Development of personal vision and desired impact as a leader;   
• Creation of a personal development plan, in context of the company strategies and goals;   
• Better ability to manage the work to provide increased work/life balance for leaders and   the organization.   
• The 360 assessments will be used to identify themes, which will emerge from initial conversations and will provide the context for supporting the two leaders as individuals and as a collective 

What is Group Coaching?  

• Leverages the Leadership Strengths and provides real time opportunities for leaders’ to leverage current strengths, gain insight into potential blind spots, and develop new skills.   
• Offers a Safe Space for Leaders. Confidentiality is a key element to an individual coaching relationship, and the same is true for group coaching.   
• Coaching Groups Provide Accountability. Coaching clients are in part motivated to act because they know they will be meeting with each other and their coach and have to explain their progress.   
• Coaching Groups Foster Development of Skills and Competencies. While working on   their own individual goals, leaders develop critical competencies as participants in a coaching group. Participants often provide feedback to each other during meetings, and help each other explore the impact of their actions on others, as well as provide an arena to practice new skills. 
• Provides an objective, knowledgeable “thought partner” for leaders to develop action strategies for managing business & organizational challenges.   
• Focus is on learning approaches and techniques that take a leader beyond current “comfort spots” to discover new capabilities and alternate approaches.   
• Individual sessions provide additional benefits in between group coaching sessions 

Format  

• — Specific approach customized to meet leader’s developmental goals.   
• — Meetings are typically 60-90 min in duration, held on an alternate week basis conducted in person and often supplemented at times by telephonic or video   meetings.   
• —  Includes multiple source feedback (e.g. direct reports, peers, boss, & other   stakeholders) gathered to guide priority area focus and defining of development   goals.   
• —  May include the coach “shadowing” of the leader to observe him/her in action.   
• —  Usually includes “alignment” meetings with immediate boss to cement agreement   on development goals, review progress, and ensure receipt of support. 

Length:  Commonly structured initially for 6-8 sessions over a 3-4 month period with possible extension based on leader’s desire and needs. 

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