Step 1: Establish a vivid vision of the outcome

The coach is closely involved with the coachee and his/her line manager to specifically determine the broad outcome goals. 

Step 2: Identify Stakeholders

Identifying stakeholders and seeking their input and ownership is the best way to ensure they will support the coachee throughout the development process. 

Step 3: Assess and Target Behaviors

Stakeholders give feedback on assessment results and coachee decides on targeted behaviors that are aligned with the needs of the stakeholder.

Step 4: Solicit Input

Getting input on coachee’s progress from stakeholders is often invaluable to the coachee and keeps the development plan on track.

Step5: Action Plan

The coachee now takes all the information provided and consolidates it into a behavioral action plan. The coach acts as a facilitator to the process, but it is ultimately the coachee who creates, owns and implements the plan.

Step 6: Continuous Improvement

Progress is monitored as feedback is regularly sought from the stakeholders and adjustments may be made to the action plan as new development needs may emerge. 

Step 7: Review and Refocus

At the end of the program the effectiveness is assessed through re-evaluation by the stakeholders. Promotions, assignment changes and other situations give rise to new development needs and new opportunities to grow and develop through coaching.

Summary

The HCG seven-step leadership coaching model is proven to bring fast, powerful results to an organization. The end result is a leader whose development is aligned with his organization’s strategic needs and is a catalyst for positive change in the organization.