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Our coaching goal is to help clients achieve emotional
and professional satisfaction by guiding and supporting them
towards creating a healthy integration of lifestyle, values
and career.
Life Masters International’s coaching plans are
custom-designed based on each client’s specific needs,
circumstances and goals. We work closely with the client to
map out a personalized strategy for successful professional,
and personal, development.
Our Life Masters Coaching
philosophy is founded on 3 core approaches
These approaches are synthesized to incorporate the
following simple steps:
Awareness: Through information gathering,
determine how performance links to current business goals,
and identify areas of development as well as develop
elevated levels of Self-Awareness, Self-Esteem and
Self-Confidence.
We help our clients understand the ways that the roles they
have learned to play personally, and the ways they have
learned to respond to challenges in their personal lives,
may impact their responses under pressure on the job.
Analysis: Through
assessment, analysis and feedback we determine what’s best
to do to close the gaps in capability, capacity and
commitment.
Explore: Discover and
explore most feasible, and effective solutions to
challenges, and ways of Being, that provide least effort,
maximum leverage and desired results, with sustainability.
Emotional ownership:
Whilst clear strategic thinking is a fundamental
requirement, we’re also aware that many people shut down
their abilities to think clearly and make decisions under
pressure. Our AQ coaching development process assists
clients with learning to uncover the ways that their
habituated reactions to stress can work for them and against
them.
Action: The action phase
provides the bridge between the person’s inner process and
outer accomplishment that’s necessary to assist clients in
achieving their identified goals. We plan and implement
well-defined action steps informed by regular feedback and
monitoring of progress as the coachee moves toward
identified and measurable outcomes.
Accountability: We work
with the client to define the most effective tools and
processes for achieving results. We also may ask for
follow-up emails with action items after each session. We
act as a cheerleader and acknowledge progress as well as
holding the client fully accountable for delivering upon
agreed items.
Achievement: LMI’s
approach assists clients with the understanding that it’s
the conversations they have with themselves that can impact
everything from the confidence they project to the
creativity they are able to muster when dealing with day to
day challenges.
An ongoing evaluation of the coaching process, and coaching
impact, provides regular measures of business results and
professional outcomes for the coachee and all stakeholders.
Celebrating of each step of success along the way supports
further commitment to the coaching development process.
At Life Masters International we believe that each
individual is naturally creative, resourceful and whole.
Nothing is broken or needs fixing. We believe that the
client is ultimately in charge of guiding the coaching
relationship. As a coach we accelerate the process.
We can provide suggestions, and options, as to what might
work best, and where to begin, and challenge client’s
possible choices, but the client must be willing to take
charge, to make decisions and choices, and ask for what they
want.
We believe that the client has the potential, capacity,
ability, passion and drive to succeed in anything they
choose to be, do and have in their life.
Therefore our primary role is to provide the unbiased,
confidential sounding-board, and probing questions, that
will assist them in unlocking their own wisdom, enable them
to discover their strengths, and to collaborate to create
strategies for action that will fit best with who they are
and what they intend to achieve.
As the coach, we never take over responsibility by acting as
an expert authority, or by telling the client what they
should or should not do.
We make every effort in our coaching to support the client
in intelligently considering the implications of their
possible actions and decisions, so that success may generate
continued vitality, prosperity and desired results, not only
for themselves, but for others as well.
Our intention is to accelerate a client’s growth and
achievement of sustainable results within a context of realistic
viable work / life balance.
All interactions and communication are
strictly private and confidential.
Our Methodology
Initial meetings with the sponsor and coaching client are
face to face.
The sponsor meeting is to gain insight,
understanding and match overall expectations of the
intervention. A meeting may be held with direct reports to
discover and explore avenues of possibility and existing
challenges.
The initial Coach and Coachee meeting is held
face-to-face to ensure
a complementary and harmonizing relationship fit.
Thereafter we agree on a balance of either, telephonic,
and/or face to face encounters. These are in accordance with
each coachees’ specific work needs and time constraints.
This may be a blend of weekly, bi-monthly, multiple sessions
per week etc. We are flexible and collaborate very closely
with each coachee to achieve their’ desired outcomes.
In between sessions we are on hand for brief tele-coaching,
email interactions, homework feedback, “scores” and break-throughs.
The Outcome of the Coaching
The core intended outcomes are matched from the initial
discussions with the sponsor and the coachee. Although this
is the core focus of our coaching, we find that often there
are other results that add to the value of the entire
coaching process.
Usual outcomes, over and above initial goals, include
improved self-awareness, enhanced resilience and
self–confidence, clearer goals and action plans and a more
motivated/inspired coachee.
As problems, possibilities and solutions exist in the eye of
the beholder, through the ontological coaching aspect the
coachee will have greater awareness and understanding of the
3 main areas of ontological coaching, being those of
language, emotions, and body, and an understanding of how
these impact perspectives, possibilities and their
behaviours.
In order to systematically close the gap between
expected/required and current performance, our coaching
processing is aligned with the ISPI (International Society
for Performance Improvement) model. (See xxx)
The Duration
Typical coaching interventions are initiated for a 90-120
day period with 60-90 day extensions thereafter. The final
duration depends upon the outcomes targeted and actually
achieved.
Some interventions may continue over many months to years
based upon the clients’ specific needs and value received.
To do any meaningful change - it really does take a little
longer than 90 days.
LMI Six-Phase
Coaching Model
Phase 1: Introduction (First
Meeting)
- Meet for Initial “matching encounter”.
- Share backgrounds on each other.
- Discuss challenges and needs – ensure client is
supported and stable.
- Talk about the focus/topics for the coaching
sessions.
- Determine if there is a fit and decide to move
forward or not.
- See if existing 360 or alternative assessments info already exists.
Phase 2: Determine Coaching
Focus (Second/First Meeting)
- Discuss the information gathered from assessments
(360's etc) and conversations with others.
- Determine need for gathering additional information
and feedback to assist the coach and coachee in their
focus.
- Mutually agree to the focus and topics to be
discussed in future coaching conversations.
- Discuss frequency and length of meetings,
confidentiality and need for additional information to
assist in the development of a coaching focus.
- Schedule next meeting.
- Interact with all key stakeholders to get buy-in and
support
Phase 3: Begin Assessment
(Second Session)
- Review feedback from previous assessments.
- Review feedback from other sources (interviews,
clients, etc.)
- Identify trends, patterns, strengths and engagement
areas.
- Prioritize the topics to be worked on.
- Develop the coaching plan based on feedback,
assessments and discussions
Phase 4 Action (Second/third
Session)
- Conduct a gap analysis to identify obstacles and
barriers to coaching.
- Identify appropriate coaching strategy.
- Implement strategy for coaching sessions.
- Assess Progress and next outcomes for coaching
targets
- Agree on accountabilities and performance/behavioral
shifts.
Phase 5: Coaching (Ongoing
Coaching Sessions)
- Assess previous time-period results and agreed
activities and outcomes
- Collect feedback on how the sessions are going for
the coachee and coach.
- Coach to next identified outcomes and challenges
- Assess coaching process and progress
- Agree on next accountabilities and
performance/behavioral shifts.
- Management Feedback on coaching
- Agree next coaching session
Phase 6 Evaluation and Follow-up
(Final Sessions)
- Collect feedback on how the coaching sessions went
for the coachee, the coach and stakeholders.
- Review and match results to initial objectives
- Exit Management feedback on coaching
results/effectiveness
- Decide on next coaching steps.
Life Masters International South Africa - Tony Dovale November 2005 |
