Coaching in one word = EMPOWERMENT.

One leader compared coaching to “Coming Alongside and Drawing Out” vs. mentoring as “Going Before and Pouring In!” (Tom Wymore)

A helpful working definition of Coaching is a relational process to help a leader discover and take the next step in their leadership development.

• Macro change – visionary leaders who are introducing a new initiative
• Micro change – small steps that taken over time have a strategic impact

• Casting a vision AND implementing it across the organization
• Maximizing employee engagement that leads to real ministry impact
• Creating a learning a culture, managing effective team meetings and implementing powerful 1-1’s

Coach Agreement – a strong start to a coach relationship begins with a discussion to clarify expectations and includes some of the following:

• Objectives – What do you want to accomplish in a coach relationship?
• Measures – How will you know when you have achieved your objective?
• Gains – What do you want the impact to be for you and your organization?
• Logistics –
  • Duration
  • Frequency
  • Online preparation
  • Evaluation points
  • Accountability
  • Costs
• Agenda Harmony – each appointment has a specific agenda that the leader co-creates with the coach.  

Principled based

• Universal principles are fundamental to our coaching process as opposed to a model that leaders are forced to embrace

Need-driven

• In our coaching relationship, it is important to clarify what you want to achieve. and as long as we remain focused on that agenda, then the relationship will fulfill its intended purpose

Processed oriented

• The complexities of life and work oftentimes interfere with the best laid plans. We adjust the plan as we progress.

• One valuable tool used to set a baseline is the Harrison Assessment. This is one of the most reliable and in-depth assessments that can help you gain a clear picture of the traits in which you excel, and how you can maximize those traits in your work. Many leaders who find themselves in transition find this a great tool help them through that process.

  Other tools I’ve used over the years include:

  • DiSC
  • Grip-Birkman
  • StrengthsFinder
  • Leadership Timeline
  • 360-Degree Online Christian Coach Assessment

This can be answered in three ways. At the outset of the coach relationship , we co-create a coaching agreement. The leader is asked to respond to three questions:

• Objectives – What do you want to accomplish in a coach relationship?
• Measures – How will you know when you have achieved your objective?
• Gains – What do you want the impact to be for you and your organization? 

If we meet or surpass these expectations then we are successful.