Leadership Coaching
The term “coaching” has taken on a very broad connotation in today’s business and professional world. Coaching can be seen as developmental, remedial, a confidant relationship, an advisory position, or as an outside third opinion. In the context of leadership we must always keep in mind that leaders are not judged by what they do, but rather by what those following them do. Regardless of the context in which we view the term, the ultimate purpose of coaching is to achieve positive behavioral change, leading to improved results for the individual and the organization. At Achev, we apply a formula that we believe encompasses all of the facets of human behavior.
A(S +K) + GOALS = PBC =IR
(V + B) f(c)(88)
A = Attitude V = Values
S = Skills B = Beliefs
K = Knowledge
f(c)(88) = habits which comprise @ 88% of our daily activity
PBC = Positive Behavioral Change
IR = Improved Results
While we do not believe that human behavior can be completely empiricised, we do believe that certain aspects are multiplicative in nature. Attitude is the vital ingredient in any endeavor and while skills and knowledge are required, attitude is the overriding factor. The values and beliefs of the individuals and the organization must be fully aligned within an organization. If not there is a diminishing affect. Habits are usually long engrained into one’s nature, and like values and beliefs, habits can have a diminishing impact on one’s (and therefore the organization as a whole) achievement.
All of the above facets come to bear on the goals, whether stated or unstated, to produce a result. Coaching, therefore, becomes a matter of changing the variables to achieve positive behavioral change leading to improved results.
The first step in our coaching model is to help the individual Clarify Needs and Set Specific Goals. Having stated goals does not automatically determine the actions required for success. A detailed course of action with accountability and time measured will always be a requirement for success.
The second step is to determine the starting point of the journey. We do this by Gathering Information Through Assessment. No set of directions for a long journey are valid if one is not aware of the point of departure. The Moser Group has access to many assessment tools. We will use the various tools and instruments on a situational basis to assure awareness on the part of all parties to the coaching arrangement.
The third step involves the Development of Strategy upon which the coach and the individual jointly agree will lead to success. The joint development of the strategy is critical to the success of the endeavor. Without such a partnership, there is a commitment risk. We believe that commitment must be 100% !
The fourth step involves Implementation. The long-term strategy is broken down into manageable tactical steps. Each step in the process will be discussed and measured to determine the benefit(s), the ramifications, consequences, and obstacles. Together, the coach and the individual determine how the obstacles will be overcome and the appropriate time frames and responsibilities required for success. Each small success serves as a building block for the greater achievements ahead. This process, well executed, can provide many ancillary benefits.
The fifth step of our process is Celebration. It is an essential part of the coaching relationship to recognize and celebrate every success. Celebration builds the relationship and creates a reinforcing positive spiral. Once in place, this spiral provides the momentum for continued success, resulting in Positive Behavioral Change and ultimately improved results for all parties.
