Coachworks
Highly successful people often have "Achilles heal(s)" or specific behavior(s) that overshadows and endangers their success. DRI Consulting staff help leaders at all levels in an organization, from front-line supervisors to senior executives to business owners in addressing their “Achilles heal” and building on their strengths. With nearly 1000 senior leaders in organizations of all sizes that have been coached by DRI consultants, we work closely with the person being coached and relevant/proper internal staff when possible as an integrated coaching team. Although we work to coach individuals within the unique competency/skill models of our clients, some general areas of coaching include:
- interpersonal communication
- listening
- facilitation and feedback
- motivating others, decision making and delegating
- persuasion and influence
- project and time management
- conflict resolution
- emotional intelligence
- managing change effectively
- balancing work and family
A few unique highlights of our approach to coaching are:
- beginning with project planning and assessment in some form to better understand their personality through web-enabled assessments. For more information about the assessments please see: http://dric.com/organizations/pers_profil.htm
- using the clients’ current real world challenges as an opportunity to practice new skills. Thus, the coaching focuses on the projects already on the clients’ “to do” lists that helps our clients get real work done.
- building on what’s good and working in individuals and Organizations. We work with high achieving people to help them become even better.
- focusing on results, through a Personal Learning Contract that specifies action plans, dates, and outcomes
Given the complexity of employees’ personalities and behaviors, we have found successful coaching results from a process that includes five steps. First, the coach and client work together to have a clear understanding of the expectations of the coaching work between the client, their boss(es), the Organization, and the coach. Second, we gather in-depth information to define the client’s needs for development and identify other factors affecting the client’s performance (e.g., business objectives, fit to job, team structure, staffing, market conditions). Third, the coaching team establishes development goals to guide the coaching work. Fourth, the coach provides resources and structure to assist the client in reaching the goals of the Personal Learning Contract. Lastly, the coaching team transitions from the coaching program to the client’s ongoing development process after coaching.
