Coaching and Assessments PDF Print E-mail

OutriggerPersonal one-on-one leadership coaching offers a confidential relationship for the individual.  Distinguishing characteristics of our approach permit us to:

  1. Aid the individual to identify her/his strengths; enable better leverage of those competencies in the work setting.
  2. Utilize the organization's culture and strategic objectives as a critical element  for coaching.
  3. Avoid a pre-determined competency model, common in other organizations, that seeks to "clone" individuals with behaviors and competencies.
  4. Identify individuals in need of referral for more intense counseling.  John's experience in a clinical setting as well as in business helps him attune to subtle nuances. 

Our work begins with a Leadership Assessment Profile that serves as a foundation for coaching conversations.   Baseline data empowers the individual to establish personal goals.

Character, Drivers and Risk Factors, a 3-Dimensional Assessment, is robust enough for executive development. This profile assesses:  

  1. Leadership acumen that focuses on emotional intelligence
  2. Potential risk factors that impede personal effectiveness and could derail a person’s career,
  3. Personal drivers that motivate style and behavior.   

A rich discussion of the power of the Risk Factors Assessment can be found in:   Why CEOs Fail by Dotlich and Cairo.

View link to Amazon > Why CEOs Fail


                        Assumptions Regarding Coaching:

Work Centered - individual's expected contribution and roles are the context
Action focused – formulating appropriate experiments for trial by individual
Adult learning model – tools and resources are customized as needed
Growth inspired – builds on individual’s strengths and assets

Types of coaching:  

  1. Developmental: for improvement of an individual’s performance or better organizational fit.  As coach, we work to assist the individual in creating a development plan to satisfy both the goals of the individual and the referring manager.      
  2. Targeted Coaching:  for knowledge and skills when an individual needs accelerated learning i.e. new assignment, becoming a more effective leader, management presentations, confidentiality issues, and supervisory responsibilities.   
  3. Career Coaching: for assisting an individual making critical work-related decisions such as job moves, career transitions, retirement planning and job succession.   

Other Assessment Instruments

Change Style Indicator (CSI) designed to measure preferred styles in approaching and dealing with change. CSI identifies strengths and pitfalls of change style characteristics.

Thomas-Kilmann Conflict Mode Instrument (TKI) examines how conflict-handling styles affect personal and group dynamics.  TKI uses 2 dimensions: "assertiveness" and "cooperativeness", and identifies five different styles of conflict.

Myers-Briggs Type Indicator (MBTI) enables the participant to appreciate his or her own cognitive and communication styles and to value the differences that one might experience with other colleagues. 

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