817-268-3650
The ROI Coach Training Workshop, November 2 – 4, 2010
CLASS OVERVIEW
In this three full day learning experience, I will be teaching all of the tools and processes that I use currently in my executive coaching practice. I am sharing these tools for a number of reasons. First and foremost the practice of executive coaching had exploded over the last several years. It is important to me that when one coaches another, that the coach has all the tools and processes available to them in order to have a successful coaching experience. This is essential for both the coach and the client! Secondly, I have had the great fortune to be awarded a number of coaching contracts because of the fact that my techniques are clearly distinguishable from other coaches. In other words my processes and tools work! This has been validated a number of times by my clients who have worked with other coaches in the past and have seen a significant difference in the results that they have received from my coaching technology.
This class is not an introduction to coaching, as that requires a different type of training. We do offer a beginning essentials class where we build skills as a first time coach. There are also a number of a coaching schools for those just entering the field. This advanced class focuses on how to take a client all the way from beginning to end of the coaching engagement and how to measure the Return on Investment (ROI). With our guidance and direction you’ll learn new ways to ultimately take your coaching skills to the next level. Here is an outline of what you can expect to learn:
1. How to conduct the first conversation with the client
Once the engagement has been secured it is important in your first meeting with the client that you build a rapport, assess the readiness of the client to do the work, discuss the coaching process, homework and confidentiality issues, cancellation process and answer any questions that they may have about the process.
2. How to conduct the first conversation with the client’s boss (if applicable)
If the organization is funding the engagement it is important to get the client’s boss’ perspective on the strengths and development needs of the client. Of course prior to securing the engagement most of this information would have been discussed. However now that all parties have agreed to work together not only do you want to obtain this information again for direction, it is also important that we begin to assess the relationship between the client and client’s boss. In addition, we want to know what will convince the client’s boss that this engagement is successful, begin to take a baseline measurement for success, review expectations, confidentiality issues and logistics of the program.
3. How to conduct the client induction meeting
In this step of the process we will obtain further baseline measurements as to where the client sees their current level of strength or development in each of the areas that they would like to focus on. We outline the goals of the program and agree on how to best work together in order to accomplish the goals.
4. How to identify a client’s Mental Models
One of the most distinguishable applications to this form of coaching is determining client’s mental models. Mental models are beliefs that the client has assumed that may or may not be true for the individual but they are operating their life as if they were. Mental models typically both serve and not serve the client. Our process will help uncover these mental models, explore how they benefit the client and not benefit the client, and most importantly how to reframe these mental models into ones which serve them more successfully.
5. How to conduct a 360 degree process
There are a number of very good 360 degree instruments to choose from. Another clearly distinguishable process that we use is to conduct the 360 degree assessment via interviews. In these interviews we record almost verbatim everything that the 360 degree participants say. The questions are customized in order for you to obtain the most important information in a participant interview of 20 minutes or less.
6. How to conduct a Personality Assessment
As part of the coaching process, we often use the Myers Briggs Interpretative Report as a personality assessment. We will discuss the pros and cons of doing so and what instruments you may want to use.
7. How to utilize additional introspection tools
Often we will use additional introspection tools to assist the client with uncovering their mental models or perhaps as an additional exercise that will enable the client to come to terms with behavior. We will explore some of these and their applications.
8. How to create a Development Plan
Once the assessment phase of the coaching engagement is complete, we will ask the client to complete a development plan. We will review the development plan template, as well as, how to best complete and accomplish it.
9. How to administer pre and post coaching surveys
There are a number of ways that we will measure the Return on Investment for a coaching engagement. One of the ways to prove that the goals have been accomplished is through a pre and post survey process. The pre and post coaching surveys are designed for the coach, the client and the client’s boss to complete.
10. How to administer mid coaching assessment
Mid-way through the engagement we complete a mid-coaching assessment. The purpose of this three way meeting (boss, client and coach) is to be certain that the engagement is accomplishing the goals that have been identified. This also gives us the opportunity to redirect any appropriate efforts that might be necessary and to track our progress.
11. How to administer the final evaluation
Now that the coaching engagement has been completed we facilitate our last meeting between the coach and client to be certain that all goals have been accomplished. This allows us another opportunity to measure return on investment. In addition any necessary follow through process are also discussed.
12. How to build your coaching practice
Whether you’re providing coaching services within an organization or you are an independent coach, building your practice is essential to long term success. We will identify ways in which you can sell your services either internally or externally.
13. How to use tools and processes that allow you to be fully present for your clients
In order for the coaching process to be successful it requires you to be truly present and in “non-judgment” of your client. I will be sharing some techniques that have helped me stay heart centered.
14. Post Workshop follow up
To be certain that you are totally comfortable with the tools and processes taught in the R.O.I. of Coaching program, you will receive 2 one hour private coaching sessions after the training class with me personally. This is a 900.00 dollar value! I just want to be sure that you are feeling confident and competent to use all that you have learned. In addition, upon request, we will conduct tele-classes and conference calls after the training so that you will have the opportunity to share with others your experiences with the tools and processes taught in the class, ask any questions and to re-connect with many of the workshop participants again.
The learning format is one in which you will have hands on practice using the tools. For over 90 percent of this training you will be wearing the hat of a client and the hat of a coach to learn personally how to use the tools but to also learn first hand as a client what it feels like to be coached with these tools. So the added bonus to you is a lot of practice to build confidence in using the tools but also your own personal development!
Since this is an extensive and comprehensive coach training, class size is limited to 8 participants. The smaller group size enables more one on one time with each individual and provides a more intimate and richer learning experience.
This experience is ideally suited for:
- The HR professional experienced in the areas of coaching, facilitating, training and consulting;
- Those with excellent communication skills;
- Those who operates with a high degree of ethics and integrity;
- Those who are well respected within the organization or as an independent coach
- Those with formal HR education.
If you are interested in participating, please contact me to schedule a phone meeting. It’s important to speak with each participant before registration to ensure it is the right match. There are several comments and testimonials from past participants below.
This program is ICF CCE approved for 22.50 units. The next workshop is scheduled for November 2 – 4th, 2010 at the Homewood Suites in Bedford, TX (just south of the DFW airport). Cost for the class is $2900 (flexible payment schedule options welcome). Contact us at info@steinbrecher.com for a registration form and to schedule an application call with Susan.
Here are some comments from previous classes:
“This was a great addition to my resource base. The info and learning was user friendly and powerful.”
“It has the potential to change one’s life through the mental model exercise and thru gaining confidence in one’s capability to coach.”
“Extremely practical and information packed; time for practice and questions and networking.”
“Whether new to coaching or experienced, the level of learning and sharing was there. The “system” is given to you.”
“Great process that has been tested and refined. It will give me credibility.”
“Anyone doing executive coaching would benefit from this class.”
“It’s logical and flexible. Loved small participant count.”
“Not only are the skills and processes unique, clear and very effective, the fact that Steinbrecher And Associates shares their technology and templates makes this workshop tremendously valuable to me personally and my growing practice.”
And testimonials:
“A very powerful three days! Susan’s ROI process provided welcome structure to my coaching practice. I was able to deploy the process immediately with my clients. Both coaching clients and their sponsoring leaders were extremely pleased with the ROI approach and results of their engagements.”
- Karen Bantuveris, Radiance Learning – Austin, TX
“I found comfort in seeing your model and although my approach is different, I discovered I was tracking closely to you… a by product was an increase in my confidence.”
- Connie Youngblood, The DB Group – Flower Mound, TX
“The workshop was phenomenal.”
- Anne Queillo, Abercorn Associates – Peachtree City, GA
“Thank you Susan for your generosity in sharing your process without other ties (i.e. licensing fees, etc.). Your spirit and passion for what you do was inspiration for all of us.”
- Marie Guthrie, Career and Life Tracks Coaching – Colleyville, TX
“I think this is an outstanding model for anyone to use and sets people up well for establishing a practice..”
- Joe Malta, Seminole Learning Resource – Winter Springs, FL
Tags: Coach Training, Executive Coaching, ROI, Workshop