At Meirc Training & Consulting, we use a coaching technique known as Co-Active Coaching, which is an experience of personal and professional development unlike other kinds of coaching. Based on the Co-Active Model, it begins by holding employees as naturally creative, resourceful and whole, and completely capable of finding their own answers to whatever challenges they face. The job of a Co-Active Coach is to ask powerful questions, listen and empower, to elicit the skills and creativity an employee already possesses, rather than instruct or advise. Approved by the International Coach Federation, the Co-Active Coaching model used by Meirc Training & Consulting follows the steps below:
The Process - Explained
Establish rapport between coach and candidate
In Step 1, the executive coach will meet with the candidate and/or sponsor (once or more) in order to understand the objectives of the coaching intervention. The meetings will also aim at gathering a list of the challenges and opportunities facing the candidate. These meetings usually take place at Meirc’s offices, the candidate’s or any other venue mutually agreed upon by all parties.
Determine objectives of coaching intervention
In Step 2, the executive coach will formalize the outcome from Step 1 and then transcribe it onto a Personal Development Plan (PDP) which will be shared with the candidate or the sponsor for confirmation. This step is critical because it will form the basis of the coaching agreement which all stakeholders will commit to in Step 3.
In Step 3, Meirc will draw a coaching contract which highlights the terms governing all aspects of the coaching intervention. The contract will also specify the coaching objectives, process, and the level and type of confidentiality which will be maintained during the discussions. Once duly signed, the contract will kickstart the intervention.
Initiate coaching intervention
In Step 4, Meirc’s executive coach will begin the coaching intervention which consists of a series of face to face meetings separated by small projects and assignments aimed at enhancing the competencies and bridging the gaps identified in the PDP. The projects and assignments as well as the coaching process itself will all be subject to constant modifications until the candidate or the sponsor confirm that the desired objectives have been achieved.
Agree on development plans for post-intervention phase
In Step 5, Meirc’s executive coach, upon the achievement of the coaching objective(s), will complete and submit a progress report on the result of the coaching intervention in coordination with the candidate or the sponsor. The progress report will include the changes in the PDP agreed upon in Step 2.