One on One Coaching is increasingly a part of many individual’s professional development. Working with an individual typically includes conducting an initial assessment, including using appropriate instruments and interviews, followed by a joint planning process to develop a growth plan.
This plan includes specific short and long term objectives. Coaching is just one of the ways that the individual gets support in their change efforts.
I am qualified to use a wide variety of assessment instruments and processes including: Immunity to Change, Leadership Circle Profile, Leadership Culture Survey, Meyers Briggs (MBTI), Interstrength Associates products (Interaction Styles, Temperament Patterns and Cognitive Dynamics), DISC and so on.
More and more individuals are engaging in development programs beyond what their employer provides. I work with clients that are funding their own development programs as well as clients who are being funded by their organizations.
A key part of my work employees a system developed by Bob Kegan and Lisa Lehey called Immunity to Change that helps people get past what they call the “New Year’s Resolution” approach to change. We all know it, lots of well intentioned declarations and little sustainable change. The Immunity to Change process moves you towards sustainable results from your change efforts.
Given the nature of the changes that are the objectives of most people’s programs coaching engagements typically are for six to twelve months.