The Coaching Process

Performance & Wellbeing devise tailored coaching programmes to help people reflect on the reality of their working lives and the factors which influence their outlook and behaviour at work.

Although each programme is unique and informed by the client’s own concerns, the observations of their coach and the objectives set by their employer, we have outlined the process involved below:

When contacted by an organisation (the sponsor), we talk to them about their reasons for investing in coaching for their employee and discuss their budget. We ask them to set out their priorities and describe the behavioural and performance changes that will show their objectives are being achieved.
Introductory meeting
We meet the person to be coached (the client) and discuss their individual needs. We ask about their motivation for coaching to ensure they are ready to engage with the process and don’t feel under undue pressure to comply. We take this opportunity to ensure the ‘chemistry’ is right with the client so they can achieve the maximum benefit from the experience.
Three-way agenda meeting
We meet the sponsor and client to finalise the coaching agenda, commit to objectives, and agree the parameters of the coaching programme – the number of sessions and schedule progress reviews – before we start. We don’t invoice until the first coaching session has taken place.
Coaching sessions
Each programme is designed separately but generally consists of six or ten 1:1 sessions which can be held in a meeting room on-site or at a neutral venue. Initially sessions are up to two hours so clients can ‘take stock’ of their professional life. We ask them in depth about the factors that influence their outlook, performance and behaviour in the workplace, including training needs, resources and wellbeing issues such as physical or psychological health. In subsequent sessions, the main focus will be helping them build on their strengths and overcome the barriers to performance they have identified.
Review meeting
This is scheduled in advance, usually for the penultimate or final coaching session. We meet with the sponsor and client to evaluate what has been achieved and what can be done to sustain their progress. We ask them, independently and jointly, to plan the client’s future development.

We prefer to work toward a defined ending, rather than provide open-ended coaching. If asked to extend the number of coaching sessions, we will work with all parties to draw up a new agenda and agree a defined number of sessions. If there is any doubt, we usually recommend a three-six month break before assessing whether more coaching is required.

Next steps
We recommend scheduling a further meeting with clients after three to six months to assess their progress and ensure they can sustain their performance.

To help us maintain our standards, we always seek feedback from sponsors and clients about their experience of our coaching programme.