Ms. Owens-Payne Philosophy of Leader Coaching
Actions are the seed of fate deeds grow into destiny.~Harry S. Truman
Leadership coaching supports leaders in achieving the results that are important to his or her personal success and the long term success of his or her organization. I assume that my client is the expert on his or her own leadership. My role as a coach is to draw out the client’s expertise through inquiry, curiosity and gentle challenges. I help the client to stretch into his or her best self as a leader. To do that, I introduce self-observation exercises and behavioral practices. I am attentive to my client’s physical, emotional, cognitive and spiritual state. I help the client to focus on his or her presence and behaviors. I seek mutual understanding of the organizational culture and systems (including policies and practices) within which the client leads. My role as a coach is distinct from consulting, advising, therapy, or counseling. However, coaching does address personal issues or life conditions that impact a leader’s professional effectiveness.
Coaching Method
My approach to leadership coaching includes the following:
1. Determine client’s commitment to the coaching process: to solicit feedback, assess feedback, work to develop more effective behaviors, involve stakeholders to support desired changes, and measure the results of the behavior change effort.
2. Hold confidential interviews with stakeholders to determine behaviors the client should continue, do more, do less, start, and stop doing to be a more effective leader.
3. Report to the client on the results of stakeholder interviews.
4. Identify with the client the high leverage behaviors to focus on that will provide the most strategic benefit for the client and the organization.
5. Partner with the client in understanding and responding to feedback.
6. Support the client in engaging more productively with stakeholders.
7. Conduct regularly scheduled coaching sessions in person or by phone, on average once a week.
8. Follow-up assessments with key stakeholders to measure the client’s improvement.
My approach to leadership coaching includes the following:
1. Determine client’s commitment to the coaching process: to solicit feedback, assess feedback, work to develop more effective behaviors, involve stakeholders to support desired changes, and measure the results of the behavior change effort.
2. Hold confidential interviews with stakeholders to determine behaviors the client should continue, do more, do less, start, and stop doing to be a more effective leader.
3. Report to the client on the results of stakeholder interviews.
4. Identify with the client the high leverage behaviors to focus on that will provide the most strategic benefit for the client and the organization.
5. Partner with the client in understanding and responding to feedback.
6. Support the client in engaging more productively with stakeholders.
7. Conduct regularly scheduled coaching sessions in person or by phone, on average once a week.
8. Follow-up assessments with key stakeholders to measure the client’s improvement.