Executive Coaching - A Guide For The HR Professional.pdf

52 EXECUTIVE COACHING
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the instrument. You may need to provide some explanations
for the dimensions of behavior that are rated so
that the coach can understand why they were chosen
to be measured and how they fit in the organizational
culture.
• This method of data collection does take time from
many people—at least six or seven respondents, and
sometimes as many as twelve or more. If there are a
number of coaching clients in the same organization,
they may be using an overlapping set of raters. At times
there may be a bit of groaning about the additional
workload.
Need for Reflection Following Feedback
Once the data have been integrated and summarized, the coach will
feed back the information to the client, usually over more than one
session. Because there is usually much information to reflect on, it
is better if the client absorbs only some at a time. Sometimes the
client is surprised by certain aspects of the data and needs time to
reflect and think it all through.
After the data from assessments and other sources has been
reviewed, it makes sense to go back to the goals that were created
earlier to see if any new ones should be added and to reprioritize
those that have been retained.
4. Implementation and Action Planning
The coaching process can move into an implementation and
action-planning phase when:
• The initial goal of the coaching has been determined
• The coaching agreement has set expectations for how
the coaching engagement will proceed