Building a Better Team, one person at a Time.

This process begins with data gathering and a diagnostic assessment designed to elicit sufficient material to understand and address those selected behaviors that have been deemed inappropriate and/or contributing to ineffective performance.

Typically, performance issues that are amenable to modification can be re-mediated in a focused short-term model.

Based on preliminary information it is estimated that this would include 5-6 face-to-face meetings of approximately 2-hour duration each in two to three month period. These meetings will be supplemented by behavioral assignments and interim phone consultations as deemed necessary. The following are generally anticipated process steps.

Session # 1:

• Determine client's perceptual viewpoint, relevant history, and capacity to meet expected behavioral adjustments.
  
• Interview others to derive specific examples to use as controls and to ascertain baseline behavior prior to coaching intervention.
  
• Assess modes of interaction and materials that will most favorably affect a positive out-come.
  
• Determination of any possible instrumentation that might aid in the coaching and learning process.

Session # 2:

• Provide client with input on findings to craft coaching objectives.
  
• Mutually contract target behaviors with client
  
• Consensual validation of objectives and limits of confidentiality between client, coach and HR representative*.
  
• Design plan of action to execute and measure behavioral change.
  
• Behavioral assignment and complementary collateral material. (i.e. Articles/ books, audio or visual tapes)

Sessions # 3-5:

• Feedback on assignments and adjustments, as needed.
  
• On-going support and recalibration of coaching approaches and assignments as needed.

Session # 6:

• Presentation on measured behavioral change with concerned parties.
  
• Recommendations on steps for workplace support and ongoing self-reinforcement.

*Optional at discretion of client