1-2-1 Coaching is appropriate for individual contributors through executive level personnel – the critical component is that they must be committed to growth and development and be willing to take action.
As coaches, we help the client get clear about what they want to accomplish, set specific goals, make an effective action plan, stay focused, and eliminate obstacles.
Throughout the relationship, we will prioritize, plan, analyze, troubleshoot, and brainstorm. We will provide structure, feedback, perspective, skill-building techniques, and ask thought-provoking questions. With the client, we will evaluate options, make decisions, track progress, and celebrate achievements.
Coaching is not consulting, although it is consultative. Traditional consulting offers answers and expertise. Coaching facilitates discovery by assisting the client to find their own unique answers. We will provide our own expertise whenever it is useful, but we will never do things for the client. As the coach, our primary role is to listen, question, observe, pinpoint, re-frame, and articulate what we hear. The plans client make are their own.
Coaching unlocks a person’s potential to maximize their own performance. The structure is flexible. We will custom-design an arrangement that meets each client’s individual needs and schedule. The basic design consists of:
- Creating and aligning development goals
- Regular on-going sessions (in person or by phone)
- 24×7 phone and email access
Sessions usually last one hour and are held 2-4 times per month, however the length and frequency is flexible and can be revised to best support the client. A session may be focused on one specific challenge or on the broader set of development goals.
- Coaching begins with a minimum four-month commitment. At the conclusion of the four months, a mutual agreement will be made as to whether to extend or terminate the agreement. The nature of the goals and the changes desired will determine the length of time.
- Prior to starting, an agreement will be made regarding the tools to be utilized in this process.
- An Insights Discovery profile is highly recommended as well as 360-feedback data or employee survey data. It is useful in the process to have outside data to work within the sessions and even more importantly it provides a starting point from which to measure progress.
- If additional feedback data isn’t available, we can conduct a 360 feedback review.
“During and after my coaching with Marcia Ellis, I’ve seen positive results in areas of communication, leadership and management. Many of the specific areas identified for development I thought I couldn’t help or change, however the training yielded measurable benefits. The coaching experience has made me a stronger professional and overall better person.”- Matt Buchholz, President & General Manager, MotoRad, of America
“I had the pleasure of first meeting Marcia while attending several of her training/development seminars. Her style was remarkably engaging and the content was both relevant and actionable. I also was fortunate to work with her more closely through a one-on-one coaching/development program. I still reference the skills and tools Marcia helped me discover today. Her dynamic personality, insight, and dedication to her clients needs are exemplary. I hope to work with her again in the future.” Sean Condren, Manager – Vertrue, Inc.
“Marcia is a highly personable, results-oriented career coach with great knowledge and experience. She’s an asset to any organization that utilizes her services.” Rita DiPalma, Vice President, Marketing – Adaptive Marketing, Inc.
Coaching for Performance (For Supervisors and Managers) – 6-8 hours
Coaching is a skill that maximizes the ability to learn from experience and contributes to developing a high performing organization. Building positive relationships with your direct reports to improve talent retention, performance, and their sense of being valued is paramount. Participants will leave with tools and concepts as well as having practiced coaching skills that are immediately transferable to their everyday work situations. As a result of this course, participants will be able to distinguish a managing conversation from a coaching conversation and will know how to utilize each at the appropriate time. This course is not about giving participants more to do; it’s about making them more effective at what they already do.
Manager as Coach
This workshop is an intensive skill and practice session to reinforce the learnings from the Coaching for Performance curriculum. The training includes a review of the coaching tools and concepts along with a discussion of their use and outcomes in everyday work situations. Each participant will have the opportunity to describe current issues they are facing and get coaching and feedback from the group. Participants will have the benefit of working with a variety of challenging situations while utilizing and honing their coaching skills.
- Top Ten Coaching Tools & Concepts
- When to Coach / When to Manage
- Current Supervisory Challenges
For a complimentary one to one Management Development session:
- Call us at 203.856.3577
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