Coaching Philosophy

Among top management, almost everyone is “smart.” What differentiates top performers from average performers is the extent to which leaders are self-aware, can develop effective relationships, and can lead skillfully through turbulent and ambiguous challenges.

A number of assumptions guide our approach to coaching leaders at all levels of the organization:

• All development must begin by understanding the business results you want to achieve.
• Assessment is a cornerstone of the development process.
• There is no single leadership style that is “best” in all situations.
• Understanding yourself and the impact you have on others is absolutely critical to being an effective leader.

Coach Development and Qualifications

CPI has delineated core coaching competency areas, technical skill areas, and personal characteristics as criteria for coach selection:

• Core Coaching Competencies
  • Psychological knowledge
  • Business acumen
  • Organizational knowledge
  • Coaching practices
  • Integrity and character
• Coaching Technology and Skills
  • Building and maintaining coaching relationships
  • Contracting
  • Assessment
  • Development planning
  • Facilitating development and change
  • Ending formal coaching – disengagement
• Personal Characteristics
  • Mature, appropriate self confidence
  • Positive energy
  • Assertiveness
  • Interpersonal sensitivity
  • Openness and flexibility
  • Goal orientation
  • Personal development

To gain input into a leader’s strengths and development needs as part of a coaching process, CPI employs both qualitative (interview) and quantitative (survey) assessments. We often leverage existing assessment data from internal 360 processes, or construct the framework and apply Waldron’s proprietary 360 processes.

Measuring Success

Where possible, we like to bring the individual’s personal performance goals into the conversation and evaluate whether any of the client’s operating metrics can be used as specific metrics aligning with our success. Other success measurement and reporting methods include:

• Progress against agreed upon performance metrics
• Documenting contribution increases
• Post 360 Assessment
• Quality surveys
• Quarterly reviews

Alignment

Flexibility and agility are at the core of the CPI value proposition and coaching experience. While we leverage a consistently applied framework, systems, and processes across coaching engagements and coaches to help ensure high quality service delivery, or business model is based on the notion that we must be completely flexible in tailoring solutions to meet our individual clients’ needs.