COACHING AND CONSULTING PROCESS

Enlighten + Alignment = Enlignment

Coaching is a discipline for bringing out the best leadership and executive practices to produce the strongest results for the team and the business. There can be “failures in communication”, siloing, conflicts among and between teams, team leaders, and team members that interfere with the workflow, or accomplishing the commitment and goals of the business. In order to address these kinds of organizational barriers, leaders as well as individual contributors need to:

		Engage in inquiry that identifies achievable goals and milestones
		Address performance obstacles and expand accountability and commitments
		Create a framework for transforming problems into successful accomplishments by tapping into strengths, resources and skills to design effective strategies for change
		Increase personal productivity, quality of life and business profitability and excellence

In leadership, business or organizational coaching, a successful engagement requires an integrated combination of strong, analytical listening skills, in order to assess and clarify both stated and underlying issues that need to be addressed for the employee to perform fully in their professional role.

The focus of Enlignment Coaching™ is to:

		Establish agreements for partnership, communication and learning that results in a template for creating consistently positive results.
		Work efficiently and effectively on defined goals that improve the quality of life personally and professionally.
		Collaboratively design a plan that empowers the employee to identify and nurture a network of successful work relationships in order to achieve a level of excellence in performance that benefits both the individual and the business.

Enlignment Process

Process Steps – Descriptions

Establishing the Coaching Agreement

Contracting sets the foundation for the coaching agreement:

		Define the scope of the agreement
		Identify the participants and their roles
		Explain confidentiality parameters
		Review stages of the process
		Establish coaching timelines

Listening

Active listening is an essential part of the communication process. In our interviews we listen for immediate and long term concerns and their impact on business performance:

		Individual relationship dynamics that drive current business performance
		Individual and team resources to create solutions
		Plans that have and have not been effective
		Relationship histories that need attention to enhance current team success
		Opportunities for the client to impact the organization’s success and achieve their performance goals

Assessing

Goal driven assessment emerges from active listening, direct questioning and clear communication. For the assessment process we:

		Select formal assessment tools and choose assessment participants
		Develop a set of hypotheses that identify strengths and weaknesses
		Present a collaborative review with stakeholders to plan the next possible actions

Mapping and Planning

Mapping the interrelationships of individual and organizational issues that need attention. Examples could include

		Difficult conversations
		Failed Commitments
		Blocked Agreements

Planning entails designing focused action plans that align with and support team and key stakeholder goals.

Implementing

As employees begin to implement the plans, they begin to fully experience their strengths and their vulnerabilities. They learn to discern:

		what matters to focus upon and what to put aside;
		what to act on now, what to accomplish later;
		identify resources that support and sustain their growth toward improved performance and goal achievement.

Reviewing

The final step is to review the plans and evaluate the goals they set out to achieve. This step supports the employee and the team to complete:

		working through any breakdowns in agreements and results;
		renewing their commitment to achieving the stated goals;
		achieving breakthroughs that continue after the coaching is finished;
		a plan for ongoing learning and development.