Coaching speeds up the learning curve by capturing "lessons learned" and openly and proactively sharing this wisdom across the team.

When the organization actively supports all employees to develop themselves personally and professionally coaching takes on true meaning.

Coaching is practiced as an ongoing, threaded conversation, not an event tied to performance reviews.

The foundation for the change process that supports the personal transformation from thinking of oneself as a BOSS OF people to being a COACH FOR people is the powerful “The Heart of Coaching” workshop. In this experiential learning process, participants use the Transformational Coaching process to leverage positive results in their coaching conversations, and create a vision and contract for themselves as a “coach practitioner.”

The Transformational Coaching model...

In “The Heart of Coaching” (third edition) we introduce a transformational approach to creating coaching relationships and organizing and conducting coaching conversations that simultaneously build trust and improve working relationships. Thousands of people have attended workshops and read this book to learn this approach to having a “coachee-centered” conversation.

Our workshops teach people how to use the model as a framework to guide the conversation – the coach and coachee add the content. When this approach becomes the common method for coaching across an entire culture, achieving sustainable results becomes easier.

Here are some of the typical features of these workshops…

• Preparation – pre-reading, 360° feedback on coaching competencies
• Leadership Sets Tone: Purpose/Personal Commitment & Support
• Connection to Organizational Strategy, Initiatives and Values
• Coaching Culture Assessment results - strengths/challenges faced
• Robust Toolkit with 7 different approaches to coaching conversations
• Experiential hands-on practice and feedback – multiple rounds
• Personal Coach as Learning Partner
• Personal Coaching Contract for Change (from 360° Feedback Report)
• Coaching Scorecard – personal/organizational goals
• Coaching Best Practices – Toughest Challenges
• Follow-Through: Feedback on Goal Accomplishment
• Mini-survey to Re-enforce Behavioral Change

We certify internal and external consultants and trainers to conduct these workshops. Our methodology of creating coaching cultures (described on the previous pages) stresses the important of have internal resources work together with business unit leaders and co-lead the workshops.