Step 1: Orientation to Coaching

During the first month or two of coaching, you will be oriented to SOLID’s coaching process. You naturally have many questions about what it means to have a coach. During Step 1, you will experience first-hand SOLID’s coaching methodology. Just like a personal trainer at a gym, your coach will address your unique set of needs. There is no curriculum. You and your coach will discuss the most pressing challenges facing you in any aspect of your personal or professional life. Consider this a safe, confidential relationship with a trusted advisor. Your coach fills the following roles:

  • Brainstorming partner to solve current problems, challenges, or obstacles in the way of you attaining your goals.
  • Safe sounding board for your ideas, able to give you feedback from another leader’s perspective.
  • Accountability partner to help you get unstuck, see blind spots and/or overcome procrastination; then, to get into action.
  • Trusted advisor who will give you a truly objective, neutral third-party perspective.
  • Educator, sharing with you “best practices” to enhance your skills and abilities.
  • Counselor, who relies on and references biblical wisdom when advising on any personal and professional aspects of your life.

Step 2: Assessment of Strengths and Weaknesses

After you have completed several coaching sessions and are grounded in the coaching process, you and your coach will discuss options for completing various types of assessments. We use these to better assess your strengths and challenges within your overall skills and abilities to help you uncover any blind spots you may have.

At SOLID, we use seven major ways to assess you and your needs:

  • Your own self-assessment.
  • Your coach’s assessment of you.
  • Previous assessments you have completed that you can provide to your coach.
  • Electronic online assessments.
  • Electronic 360-degree assessments.
  • Live, interview-based 360-degree assessments.
  • Other oral and written assessments.

Your coach will explain these options and you will choose the kind and number of assessments you want to complete. It is entirely up to you. While there may be several assessments initially, other assessments may be administered throughout the life of the engagement, as you and your coach discover areas which you would like to better assess.

Step 3: Goals

Eventually, we will want to develop what we call a Leadership Development Plan. It is comprised of your coaching goals, and is usually based on the results of Step 2: Assessments. This plan outlines the specific leadership development goals you are trying to achieve, and helps keep the coaching on track, with clear behavioral measurements that will let you and your coach know to what degree progress is being made.

Step 4: Coaching

Coaching starts from the very first session. However, in Step 4, the coaching is more focused on a handful of areas that have been identified as the most useful to address. We initially focus on three things as we help you to attain your goals:

  • Leveraging your three key areas of strength.
  • Overcoming your three key areas of weakness.
  • Developing your staff.

For More Information
For more information, please contact Daniel Mueller at:
C. 832.732.9395

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