[su_accordion][su_spoiler title="What does a typical engagement look like?" icon="caret"]

Our coaching has three broad phases:

  1. Establish goals
  2. Develop a plan
  3. Coach to the plan

Phase One almost always includes:

  • Gathering data from others about the coachee
  • Self-assessments such as the Myers-Briggs Type Indicator® (MBTI)
  • Alignment conversations among the coachee, the boss and the coach

Phases Two and Three happen during private coaching conversations.

Alignment conversations with the boss often happen again at the end of a coaching engagement.

[su_spoiler title="What should I look for in a coach?" icon="caret"]

Coaching is very personal. Look for someone you feel comfortable talking with.


[su_spoiler title="What’s the best way to interview a coach?" icon="caret"]

We recommend two techniques.

First, get the coach to talk first. See if you find him or her easy to listen to. Does he or she interest you?

Second, tell the coach a question that’s on your mind. Does the coach’s response stimulate your thinking?

[su_spoiler title="How long does a coaching engagement usually last?" icon="caret"]

  • Coaching engagements typically last six months.
  • That said, some clients continue their coaching relationships for many years.
  • Some clients have extremely targeted goals that can be achieved in three months.


[su_spoiler title="How is success measured?" icon="caret"]

Goals are agreed to early in the coaching process. Progress on the goals is measured throughout the coaching engagement.


[su_spoiler title="How often will I meet with my coach? And for how long?" icon="caret"]

  • ldeally, coaching sessions happen every other week.
  • At the beginning of an engagement, sessions are at least two hours.
  • Sessions often become shorter over time.


[su_spoiler title="Who usually initiates an engagement?" icon="caret"]

  • Sometimes the leader seeks coaching for him or herself and contacts us directly.
  • Sometimes the leader’s boss contacts us.
  • Sometimes an HR business partner contacts us.


[su_spoiler title="Will my boss be involved?" icon="caret"]

Usually the boss is involved in setting goals, tracking progress and assessing whether the coachee has achieved the goals.


[su_spoiler title="Then what about confidentiality?" icon="caret"]

Communicating high-level goals to the boss helps the coachee be accountable. But specific information discussed during coaching sessions is treated confidentially.


[su_spoiler title="What about feedback reports and assessments?" icon="caret"]

  • We gather anecdotal feedback about our clients in virtually every instance.
  • For assessments we most frequently use the Myers-Briggs Type Indicator (MBTI).
  • We use other assessments, such as DiSC®, Thomas-Kilmann Conflict Mode Instrument®, FIRO-B®, as needed.


[su_spoiler title="Who sees my feedback report or my Myers-Briggs assessment?" icon="caret"]

That’s up to you. We make certain the organization understands that these reports are yours. No one sees them without your consent.


[su_spoiler title="What about remote coaching?" icon="caret"]

We successfully coach people around the world. However our preference is to have as many face-face meetings as possible.


[su_spoiler title="Is coaching like therapy?" icon="caret"]

Coaching is most definitely not therapy—although, like therapy, it often addresses a leader’s self-limiting beliefs. But coaching goals are distinctly different from the goals of therapy. Read about that distinction here.


[su_spoiler title="I have a direct report who is very emotional. Could coaching help him?" icon="caret"]

Yes. Self-management—in all its many guises—is a goal we coach on regularly. For more ideas about self-management, look here.



What people say about Essential Communications Executive Coaching:

I’ve had various coaches in the past, but the relationship and outcome of my work with Tom stands out as a highlight of my career.

Jodi Schilling
V.P., Printing & Personal Systems   |   HP