Executive and leadership coaching has become one of the most sought-after and effective tools for individual development at all levels of an organization.

​

What is coaching?

​

Coaching is a learning process designed to help an individual improve performance and outcomes as an individual performer and a leader of others.  It emphasizes building on current strengths and talents to expand an individual’s capacity and effectiveness.  Coaching is also experiential, balancing self-awareness and reflection with action.  It provides a safe and focused means to talk about the challenges and opportunities of a particular role, project, or situation, identify specific improvements, and implement a plan to try out new leadership behaviors and approaches.

​

Some possible focus areas for coaching could include:

​

• Establishing leadership presence

• Managing critical relationships in the organization

• Enhancing communication and interpersonal skills

• Increasing influencing skills

• Developing a team

• Managing time, energy and attention more effectively

​​

The goals for the coaching engagement are co-created by the client and the coach.

​

How does it work?

​

Coaching is done one-on-one with Tracy Michaud, certified business coach. The first meeting will focus on establishing initial goals for the coaching, responsibilities of the coach and client, and discussion of work and development preferences and styles.  An engagement usually lasts between 20-24 weeks, including 10-12 sessions held roughly every other week. While the initial goals may be achieved during that time, additional development areas usually emerge and those can be added in as needed.  Sessions are scheduled in advance and are typically 45 -60 minutes in length, both in person and virtually through web meeting software.  To reinforce the session work and tie back to goals, clients will typically have assignments to work on in between sessions.  At each session, clients will be responsible for reporting out on assignments and coming to each session with a particular session goal in mind related to the overarching development goals. Tracy will assist with setting assignments and suggesting interim goals to help meet the larger goals of the engagement.

​

Who benefits most from coaching? How might I consider nominating someone for coaching?

​

When considering someone for coaching, select individuals who:

• are performing well in their role,

• have a readiness for learning and reflection on their development,

• are ready to take action on their development goals, and

• have an understanding of the competencies or skills needed for them to expand their potential.

​​

Coaching is not intended for an individual who is struggling to meet the performance standards of their role.