The Business Coaching Process

The Business Coaching Process Before coaching takes place, it is important for the employee, manager and coach to reach an agreement regarding the desired outcome of the coaching relationship.Once the employee is confident enough and believes that he will benefit from the coaching process, then a meeting is arranged for the employee to complete a preference guide, which is designed to help identify the best learning option suited to meet the employee’s developmental needs. Based on the information provided during the meeting, the employee is then presented with a number of different coaches. The employee will then assess the coaches through interviews and select the one that suits him the most. Selecting the appropriate coach is a crucial step in the coaching engagement. When the coaching process begins, the coach will gather information about the employee’s values, interests, behaviour, goals and opportunities to enhance development. This could be in the form of a questionnaire or face-to-face conversation. The coach will then decide on the appropriate coaching process. A midpoint employee assessment is then conducted to track the progress of the employee as he goes through the coaching process. This will determine whether to suspend or continue the coaching relationship. The employee is then given a final assessment form. This information is made confidential and only general data is sent to the coach. The last step in the business coaching process is a follow-up assessment, which is normally introduced six months to a year after the coaching contract has lapsed.