Leaders are unique.  You are unique.  Your areas for growth and improvement are unique.  There is no cookie-cutter approach to the way McKinnon helps leaders.  That said, coaching engagements roughly follow this pattern:
#1
Meet.  Chemistry is important in the unique nature of our work together.  So the first meeting is intended to help each of us decide if this could be a beneficial relationship.  During this complementary one-hour session, we have an opportunity to look for three elements critical to moving ahead: mutual trust, mutual respect, and safety.
#2
Identify.  Together we identify the initial focus of the engagement. Should the focus be leadership tactics, transition, transformation, or some combination of these three?
#3
Assess.  One or more assessment tools and conversations are used to figure out where you stand today – “What is my current condition?”  Analytical tools can include self-assessment inventories, 360° feedback, leadership and behavioral assessments, and interviews.
#4
Plan.  You set development goals in terms of “What is my future desired condition?”  Together we agree on  a development plan and the shared commitments to pursue your developmental goals.  Logistics are covered here as well – frequency of meeting, whether in person, by phone or some combination of the two.
#5
Engage.  The real work begins with action-oriented conversations focused on your developmental and behavioral goals.  Within these conversations, tools and observations are offered and commitments are solidified.  Often, you have “homework” between sessions.  There is on-going measurement of results against the agreed-upon goals.

 
 
 
   
 
 
   
   
 
 
 
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