1415 W. 22nd Street,
Tower Floor 
Oak Brook, IL 60523  
Phone 630-684-2204
 jamesffitz@sbcglobal.net


James F. Fitzgerald & Associates
Human Resource Consulting

The Executive Coaching Process

James F. Fitzgerald & Associates has developed a coaching philosophy which is the foundation for each assignment.  Every engagement is tailored to the specific needs of the client.  This is a highly personalized program that is based upon trust; focused on desired outcomes and accountability for all parties involved.

 

The first step of an executive coaching assignment is a preliminary determination of the issues to be addressed.  The coach accomplishes this through in-depth discussions with the executive and the individual's superior.  These findings will be very helpful in the development of a shared vision of attainable goals.  In broad strokes, this process has three elements:  identify the issues, develop a process to address the issues, and monitor the results over an extended period of time.   
 

The coach then conducts a 360-assessment process, meeting with six or more peers, subordinates and superiors to develop further insights into the executive’s management style.  The coach drafts a summary report based on these interviews.  The draft will be the basis for the development of a set of short and long term goals.  
 

The executive then completes a battery of assessment instruments, which are evaluated by our industrial psychologist.  Then the executive, psychologist and coach meet for several hours to review the data.  This meeting provides a common understanding of the issues that the executive and coach will address in their meetings. 

With the goals and benefits clearly outlined, the executive and the coach develop a mutually agreed upon timetable for addressing specific issues. At three month intervals, the coach and executive will review the goals of the process and adjust as necessary.  Typically, the entire process will cover a period of nine to twelve months.  Periodic progress reports are provided to the executive's stakeholders when appropriate.    

 

The coach and executive develop a relationship based on respect, trust and open lines of communication.  The executive progresses from a relationship of some dependence on the coach to one of self-reflection and correction as needed.   Mature and accomplished executives can and do recognize the advantages of exerting a significant effort to become even more competent and effective. The outcome of this coaching process is often a significant rededication in one’s career.   

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