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As can be appreciated, individualized coaching and
leadership development experiences are highly varied in their specific
form and duration. Several elements are common, and have been implemented
with senior executives in both the public and private sectors,
and spanning several cultures.
(See case study section here)
These include the following:
- An initial on-site face-to-face visit focuses on
a) getting to know each other as persons,
b) observing elements of the client's office
space (organization; family/personal features, etc.,
c) identifying initial goals/outcomes to be
sought (with an emphasis on the word initial because, experience
has confirmed, that it often takes some time to really clarify
desired outcomes), and
d) shaping an initial action plan, including
roles and responsibilities. (One important issue in this regard
has to do with confidentiality. It is made perfectly clear that,
while someone else in the organization may be funding the effort,
Temenos' accountability is to the client only. He or she is accountable
for keeping others informed who may require feedback on their
progress.)
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- Some form of the base-line assessment is typical
and can take the form of a) Sitting and in observing the client
conduct a regularly scheduled staff meeting, and b) following
this up with one-one-one interviews with the client's colleagues.
- When TBM Tool is introduced, a collaborative decision is made
on from whom to seek a first round of feedback. The more a
client believes, as does Temenos, that "being a good leader and
being a good human being" share much in common, the more
broadly based is the initial feedback sample, often including
spouses, teenage children, long-time friends and other family
members.
- Once TBM data are collected, Temenos works directly with the
client (most often by phone, while both are looking at their
TBM results electronically on the web) to interpret and process
their implications.
- An essential part of this process involves the client having
a detailed feedback review discussion, one-in-one, with each
person who provided them feedback. The first few of these
are planned together. And, when the client implements the plan,
if their feedback provider agrees, their discussion session is
audio taped. That tape is is sent to Temenos and the client's
behavior is coded, paying particular attention to their use of
the specific behaviors their feedback provider identified as
important to the strengthening of their relationship. Any new
insights are incorporated into the client's development plan.
- A similar developmental process is followed for periodic staff
meetings the client leads. In those cases, the meetings are
video taped (again with the team's permission.) The client's
behaviors as the team's leader are coded. (While some find this
a bit daunting, at first, they quickly come to see the power,
to use the sports analogy, in this "review of the game tape" process.)
Again, while the specifics will vary, a "normal" individualized
coaching relationship covers at least a six-month span of time.
In addition to the first on-site visit, a second may be deemed
useful. Phone interaction is scheduled to take place every two
weeks (typically for 45-60 minutes) at a minimum, and on an as
needed basis to support the client in applying their new behavioral
tools to specific organizational and personal challenges, which
may emerge.
You can Try a Free Demo of Temenos' The Behavior Minder™ [TBM]
by going directly to the TBM DEMO and or you can review a sample
of the information TBM provides before trying one yourself by
going directly to the Sample Page. |
