Coaching is unique Self-Directed learning that is solution-focused. The elements of positive feedback, learning, focus on strengths and growth, help in moving the coachee towards positive results. It is a structured process that ensures that the coachee stays on track and progresses towards his or her desired outcomes

This one-to-one interaction between a coach and an executive is a powerful tool to enhance the executives potential-both on the job and at a personal level. This is done through a series of structured dialogues, held at regular intervals. An executive coach is a qualified professional that works with individuals to help them gain self-awareness, clarify goals, achieve their development objectives, unlock their potential, and act as a sounding board.

Most organizations today follow the 70:20:10 principle for leadership development. 70% of the development is based on action on the job, structured experiences (assignments, projects, job rotation, etc.), 20 % is based on coaching/dialogues and 10 % is based on classroom education.

Different types of goals
A typical coaching engagement includes 8-10 coaching conversations spread over a 1-year period and includes working with different types of goals.

TVRLS Expertise Lies In:

  • Certified Coaches who have rich experience of working with CEOs and as Executive Coaches
  • Use of a Personal Profile and other worksheets as a part of preparation and pre-work by the Coachee.
  • Use of a variety of In-house tools and methodologies such as 360-degree feedback, Assessment & Development Center reports and psychological assessments to guide the coaching relationship.

Key milestones in a typical Coaching Engagement:

SessionCoaching Conversation 1 Coaching Conversation 2 Coaching Conversation 3-9 Coaching Conversation 10
Outcomes Establishing the Coaching engagement Goal setting (Primary and secondary Goals) Ongoing Coaching Sessions Celebrating Success
  • Overview of coaching
  • Setting Expectations
  • Confidentiality
  • Identifying Strategies and actions
  • Achieving goals by executing one strategy at a time
  • Review of actions
  • Exploring new actions to be included
  • Ensuring progress and accountability
  • Reviewing new habits
  • Breakthroughs
  • Maintenance of new habits
  • Support needed going forward

Outcomes expected:

  • Better leadership impact leading to more satisfied and motivated executives and teams that they lead.
  • Behavior improvements like better listening, increased productivity, work-life balance, time management, delegation, better utilization of the competencies of others and the creation of a more healthy and motivating climate in the region or area of activity.