Strategic Conflict Coaching:
Strategic Conflict Coaching is a service offered to leaders/individuals who are seeking support to address a specific conflict, dilemma or challenge. Service is provided and billed at an hourly rate.
Professional Development and Leadership Coaching:
Coaching is a very practical service that develops the experienced or aspiring leader’s capacity while exploring personal responses in challenging situations.
Coaching typically consists of a minimum two-month commitment during which an individual works with a coach to build on strengths, change patterns/habits, and/or address areas of concern.
Typical issues that people explore in professional development coaching include:
- Communication styles
- Managing defensiveness
- Time management
- Conflict competency
- Anger management
- Managing personal/professional boundaries
- Racism awareness
Typical issues that are explored in leadership coaching include:
- Developing emotional intelligence and mindful leadership (including work/life balance)
- Building relational influence as a leader
- Delivering effective feedback
- Understanding communication/conflict styles
- Motivating staff and building team trust and resiliency
- Navigating team dynamics and conflict
- Leading effective meetings
Methodology/Sample Project Plan
- An initial meeting is held with relevant parties (e.g. Senior Management and/or HR) to gain a fuller understanding of the background/context of the situation and to develop a shared vision/plan for the coaching process.
- A meeting is held with the coachee (and relevant parties) to hear the organizational and personal goals, expectations, and commitments for the process.
- This is followed by a private meeting between the coach and coachee for further assessment and to ensure that there sufficient “buy in” to the process.
- Feedback is sent from the coach to the relevant parties indicating the decision to move forward (or not) with the process.
- The coach also provides the coachee a set of questions to work through in preparation for the first coaching session. The coachee provides any relevant background documents/materials.
- In cases where coaching is not advisable, a meeting is arranged with leadership/HR to discuss other options and next steps.
B) Coaching Plan
- Personal objectives/goals for the sessions are generated early on and reviewed throughout as a means of evaluating progress.
- Up to five contact hours of scheduled face-to-face or phone coaching sessions per month structured in whatever way (time, duration, location, etc.) best suits the client.
- Skill development and practice sessions (based on the coachee’s real life dilemmas and weaknesses) are frequently held with the support of a second coach.
- Scheduled sessions can be held either at the coachee’s worksite, on site at our office location, or in some cases can be held over the phone/video conference.
Ongoing “on the spot” coachee-initiated support between sessions includes:
- Phone consults (from basic support to crisis management)
- Feedback on email, other correspondence, or other engagements (e.g. a sensitive meeting)
- Review of other documents
Ongoing resourcing/support (as appropriate):
- Providing materials and resources to review
- Recommending practice assignments between sessions
- Referring complementary articles, books, links etc.
C) Final Report
- Summarize activities undertaken, outcomes, and other observations.
- Outline any recommended next steps to leadership/management/HR, coachee and/or other relevant parties.
D) Optional 360 Review
- Gather data (survey/interviews with relevant persons) to help establish initial goals and/or to monitor progress.
- Analyze data and summarize themes.
- Provide feedback to coachee and other relevant parties.