Our Approach

 

Guiding Principles

These principles anchor our coaching practice:

A commitment to a partnership with our clients, who are always the individuals in front of us. Our purpose as coaches is to firmly focus on serving the individual’s agenda--to help the client advance in their world, with their unique challenges and opportunities, and to impact the organization through our client’s successes. 

A commitment to confidentiality. When clients begin coaching with us, they will receive an explanation of our confidentiality framework, explaining the boundaries between them, ourselves and their sponsoring organization. 

A commitment to engage, where appropriate, other parts of the organization that impact the client’s success. This may mean engaging the client’s supervisor in supporting certain changes, soliciting qualitative feedback from direct reports. In all such cases, the client must agree with the particular engagement.  

A commitment to a clear and achievable contract. ELG supports its clients to achieve explicit outcomes within a defined time frame. If a client needs to examine an area where we believe we are not qualified to coach, we'll suggest other resources.

A commitment to turn word into actions. This commitment is on the part of ourselves and our clients. Coaching will not add value to individuals and organizations without this fundamental understanding being in place. Action is coaching’s end-state.

 

Our Approach to Coaching

Coaching is not a static process with a road map. It is a dynamic partnership centered on the client’s agenda for development. The coaching partnership is the heart of the process, and around it are several key components and guiding principles to keep the coaching on track.

Common to every coaching partnership is the client’s entry into coaching, where we focus on understanding the client’s context and goals to insure that the client and the coach are effectively matched. The entry process begins to articulate which features in the coaching process may be appropriate. The client and coach together design their partnership and schedule their sessions, followed by ongoing coaching that moves the client towards their outcomes.

Because our coaching focuses on excellence in the workplace, we draw on a variety of tools to complement the core coaching sessions. These may include self-assessments, 360° assessments¤, colleague interviews, observation coaching where we watch the client in action in their workplace, and meetings with the client’s team. While together we will make some decisions about these at the start of our work together, we may also change or add in such features as the coaching partnership evolves.

The coaching partnership and its outcomes may at various times be assessed to insure we’re heading to the right place and doing so in “the right vehicle.” The coaching may be redesigned to account for changes in the focus of the coaching, as well as to maximize the coaching’s effectiveness. In all of this, we are guided by a commitment to achievable outcomes around which the client is in action, supported by an appropriate engagement with the organization in a context of client confidentiality.

The coaching exit always involves addressing a sustainability strategy for the client to continue moving forward in their work. We believe that effective closure to the coaching is significant in supporting the client to sustain their learning and development.

We use various assessments from The Center for Creative Leadership, The Courage Institute, Human Synergistics, and Team Management Systems

 

Outcomes

Coaching is a partnership designed to achieve certain outcomes for  our clients. Those outcomes vary widely, depending on the particular organizational and life context of the client. Outcomes range from very practical, actionable solutions to deeper insights about oneself and one’s opportunities. Some of the outcomes we have worked with include:

  • A successful adjustment to a job with a larger scope and mandate than jobs held previously

  • An ability to lead more collaboratively and less autocratically

  • An ability to balance the demands of work with the other aspects of one’s life

  • Greater savvy in navigating the politics and personalities of the organization

  • More strategic clarity about where one wants to take their organization, business unit, or team

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    Confidence in one’s ability to lead change and motivate people These outcomes are, of course, not comprehensive. Clients will establish their own outcomes in partnership with their coach.
         



    		 

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