In the real world, each coaching intervention is unique; to have lasting impact it must be aligned with an organization’s strategy and use that organization’s terms and jargon. Before starting any program, Dr. Bridges develops a tailored, client-specific action plan. And, because coaching isn’t just self-development, the boss of the individual being coached plays a critical role in setting goals and providing support and feedback throughout the program. The following outline describes in general terms how a typical coaching program might unfold.
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Dr. Bridges assesses an individual’s strengths, values, impact, work style, and development needs to lay the foundation for awareness, insight, and honest-to-goodness change.
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The individual being coached and Dr. Bridges design a concrete action plan outlining how to leverage strengths and how to build or develop missing skills.
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As the individual implements an action plan, Dr. Bridges meets with him or her—typically bi-weekly over a three- to six-month timeframe—to provide ongoing feedback, developmental guidance, training, and support.
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Dr. Bridges also meets with the coaching client’s boss on a monthly basis to gather feedback and update progress.
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In the final phase, Dr. Bridges and the individual assess progress in light of the outcomes jointly established at the inception of the coaching program by the individual, the boss, and Dr. Bridges.
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