Case study
COACHING
Course
Correcting
Leaders
Case study
COACHING
Course Correcting Leaders, Transforming Futures
What happens when an investment has been made in a leader and it is not quite working out?
Challenge
Compass is frequently selected to work with newly appointed and up-and-coming leaders. These engagements are energetic, collaborative, and challengingly fun. The stakes are very high when a coaching candidate is not performing and has lost trust within the organization. How can a coach build trust and a safe, confidential relationship with a candidate when their feedback may impact the candidate’s job security?
Process
At Compass, our coaches identify and build unique, customized coaching plans for each individual based on their professional goals, development needs, and organizational requirements. In vulnerable situations, a coach must delicately balance establishing trust, setting realistic expectations, and preserving confidentiality, even when the candidate’s job is at stake. Reinforcing the organization’s investment helps the leader feel valued and stay focused, while the coach works to accelerates development during these time-sensitive scenarios.
Compass’s coaching process has consistently supported the transformation of individuals on my team. The process and methodology fosters identification of appropriate goals and exploration of new tools and techniques all while being held accountable for personal development. This occurs in a very supportive, learning environment that fosters self-awareness. As a result, the coaching candidates demonstrated greater job performance.
Keith Webster
Dean of Libraries and Director of Emerging and Integrative Media Initiatives
Strategies Employed
Only once we complete these in-depth reflections and break through the candidate’s fears is the candidate is ready for the hard part: change. Then we proceed with a customized coaching plan utilizing the following strategies:
Leadership Assessment and Feedback through a 360-interview process to identify strengths, weaknesses, and opportunities for development.
Individual Coaching Plans may focus on building a leadership brand, improving communication, accountability for self or others, strategic thinking, conflict resolution, delegation, and decision making.
Regular Coaching Sessions held every two-to-three weeks to ensure momentum with time to practice and apply new skills.
Customized Learning through books, videos, articles, and other materials curated specifically for each coaching candidate by their coach with interactive assignments to apply behaviors and skills.
Evaluation and Sustainable Transition Plan to assess progress and foster self-awareness. Candidates are encouraged to share their growth with supervisors, peers, and direct reports. A Transition Plan is then developed to shift coaching to the candidate’s leader or continue the engagement with the Compass coach.
Results
Starting with a clear goal, noticeable impact is critical to both individual and organizational success. Being more visible, clearly communicating vision and goals, leading implementation, demonstrating subject expertise, simplifying time consuming processes, or rolling out a new benefit can be quick visible wins. Once the coaching candidate experiences success, confidence returns and trust within an organization can be rebuilt. We applaud our clients who invest in their people to make sure they are on the right career trajectory.
