Coaching supervision, One-on-one Executive Coaching, Executive Team Coaching and Corporate Coaching missions are usually set in a predefined number of
sessions spreaded over a given period. The amount of sessions, their duration and the global period of the coaching mission vary in function of the central topic and the degree of urgency. For supervision, I usually propose a series of ten monthly one-hour sessions. For the coaching interventions, the three parameters above are mutually agreed during a preliminary meeting where the executive or the team leader can meet the coach, ask him all questions deemed necessary and feel whether a trustful relationship can be established.
I accept supervision, one-one-one coaching and team coaching missions when the initial demand has been explicitely expressed by the person or the team themselves. I only accept corporate coaching missions upon a strong commitment of the executive team. Undertaking a coaching process is an important decision that requires full involvement of the person/team. If they're not fully convinced of the use of such a step, it is better to wait. In the case of an individual coaching mission prescribed by the N+1, a first joint meeting is organised with the coachee and her superior (and sometimes with a HR representative as well) in order to define the framework of the mission, clarify everyone's expectations and make everyone agree upon the modus operandi. A joint meeting is also organised at mid-term for an intermediate assessment, and finally a closing meeting is organised at the end of the mission for a global assessment.
Needless to say that what is said during the coaching sessions remains confidential unless prior and explicit authorisation from the organisation/team/person. Moreover, I fully abide by International Coach Federation's Code of Ethics (PDF file requiring Adobe Acrobat Reader).
A supervision or coaching session is generally structured as follows:
- Description of the context and of the main topic, wording of the demand, definition of session objective and result indicators.
- Systemic analysis of the different possible scenarios using rational and intuitive approaches.
- Search for options and their possible consequences.
- Highlight and prioritizing of solutions.
- Definition of ambitious though realistic objectives, action plan and follow-up.
- Recapitulation and appraisal of session.
Place of intervention: in the organisation's premises, in my office, or any other place mutually agreed.