Behavior-Change-Coaching

The following AdaptaGility High-Performance Coaching process is designed to help leaders increase awareness, consciousness, and self-management.

When this strategy is used, managers and leaders usually achieve positive, measurable, shifts in behavior, as experienced  and assessed by pre-selected, key co-workers.

AdaptaGility High Performance Coaching Format 

Step #1:   The leader or manager being coached decides on the Key priority behaviour change required. 

Behaviour change is hard when we don’t have a clear understanding of what new desired behaviors looks like.

The most valuable shift in behaviors are agreed with the manager and their peers and superiors.

Step #2: The Leaders or managers, being coached, determines their key stakeholders.  this avoids the two big reasons why people deny any feedback reality or validity; wrong  behaviors, or wrong raters.

When clients, and their managers, are in alignment and clear on the new desired behaviours,  AND  the primary stakeholders, it’s far easier to maintain engagement, and commitment, to the process.

Step #3: Assess Current Status. Interview the identified key stakeholders for current feelings and conditions (5-10 people)

Gathering “honest-mirror” feedback is vital for growth.  It’s tough to be assessed on behavioral changes, if there is no clarity, AND agreement, on what needs to change, AND WHY!

Step #4. Ensure Clarity, agreement, and fierce-focus on 1-3 Maximum, key behaviours to change.

 To ensure greatest success and focus effectiveness, select fewer rather then more. This ensures maximum focus on the most important behavioural shift needed.

 Step #5:  Coachee / Manager communicates with identified participating stakeholders, to gain commitment, collaboration, impact insights, and suggestions, on how they can improve, adjust and optimise, key actions targeted for improvement.

The approach is designed to keep the relationships safe, positive, and constructive.

If relationship “static” or conflicts are present, it’s a good action to apologise for past actions, and then, humbly, and genuinely,  ask for support and guidance, in positive changing the future.

It can be a challenge for many people, to not react to, or judge,  the feedback and suggestions, but is IS important to be open to the feedback, as long as it is fair and constructive, and not biased by emotional contamination..

Step #6: Coachee develop their an action plan with inputs from client, coach, stakeholders feedback and desired outcomes.

 This helps ensure their commitment to the changes. As the coach we encourage them to live up to their own commitments and setup accountabilities. We are facilitators of growth.

Step #7: Structure a regular update and follow-up frequency.

Follow-up and feedback, should be clear, efficient and focused.

Clients approach Stakeholder each 14 or 30 days with requests for Peer Coaching intentions…

Question: “Hi James/ XYZ…from your Last 30 days experiences with me, and my commitment to growth in the following areas,  what ideas can you share with me for the following 30 days?”

The idea of Fierce Focus Forwards is at the center of all feedback and feed-forwards.

Step #8: Assess Progress.  Ask stakeholders and client, to complete a brief feedback progress assessment. Check with them, what shifts have occurred, and if this contributes to better performance, relationships, effectiveness etc…and if there are any new priority areas that require attention. 

Step #9: Consolidate and review progress and results with the coachee. Get their thoughts and clarify and new required adjustments. Cycle back to step #2.

This 6 Month Cycle is a strong foundation to create the desired shifts in behaviors, impacts and performance. An ongoing process will ensure continued growth and progress, and uncover additional areas for development. 

AdaptAgility coaching is a new powerful and valuable approach in the coaching field. It will soon become the most widely applied model for creating behavior Adaptability with greater Agility.

Almost all coaching is around creating a positive shift in behavioural impacts.

The AdaptAgility Coach Approach is vital for executives, it is also valuable, potential future leaders.

We need better leaders, as well as MORE GREAT leaders.