How I work

Introduction to how I work

Many coaches use a recipe approach for helping you move from where you are to where you want to be. When I started my business, I said that if 97% of people are going this way, I’m going the other way. Interestingly I have applied that to my coaching practice. It’s less about being different and much more to do with being relevant.

Setting objectives is easy. Setting the right objectives takes diagnosis and discovery. It is important that learning go beyond theory and become applicable and relevant to the challenges you’re facing.

The first 30 days:

My approach means you will know, without a shred of doubt, what you need to focus on and why. I use a perceptions management approach that looks at your situation through multiple lenses. We uncover the depth and breadth of what you bring to the role and the degree of influence you exert in a variety of situations.

For urgent situations or those flying in from another province or country, the process can be accomplished over a 3 day period, and the development phase can be via phone sessions.

Though we cover extensive territory in these sessions, everything is recorded via audio, so you have permanent access to our discussions. None of the audio files are edited, so you get to revisit the situations that are important to you.

We also do a video session that yields enough distinct data about you that the action plan covers 8-18 months. It is a short video yet the debrief is three hours covering your strengths and credibility robbers that affect your role, relationships and aspirations.

To me, it’s important that a client see what they are putting out there.

Objectives set direction however by mid-career, most people who are valuable to the organization are obviously doing many things right. It is important to gain clarity regarding where your effectiveness levels are and how that aligns with perceptions you have of yourself and others have of you.

As business becomes increasingly complex, communication skills that enable you to inform, persuade, influence and coach others are extremely crucial for handling higher expectations and managing differences and diversity.

The more you know and understand your current capabilities, the more you can build on them. Studies show that leaders have a tendency to either over or underestimate their current competency levels, which results in misguided effort.

The best part of my unique diagnostics and discovery approach is the:

  • Increased awareness at multiple levels
  • Accelerated learning due to relevancy and replaying audio and video
  • Ability to integrate greater levels of previous training and experience
  • Enhanced change and transition management practices

We have a mix of in-person and phone sessions. We meet in person and over the phone. On average, 40 percent to 50 percent of the sessions are face-to-face, reducing your travel time; the others are phone sessions. Program length averages from 20 to 60 hours, and covered in 3 to 8 months. Exceptions apply based on reasons for coaching, and I’d be glad to discuss any particular situations.

You have valuable tools to accelerate your learning and development:

  • Unedited MP3s of each coaching session
  • Suite of self-coaching tools for learning from experience
  • Unedited video and action plan
  • Customized development plan written in plain language not corporate speak
  • Debrief on Demand [DOD] for feedback and support at critical times

What is a Debrief on Demand? It’s a brief meeting to prepare for or debrief a situation. The single requirement is that you complete a self-directed coaching process and send along some notes before the call. We will schedule a telemeeting within 48 hours.

Why bother taking advantage of a DOD?  Because there is value in quickly identifying what behaviors are helping or hindering your results. Getting objective feedback from an outsider can be valuable. Getting frequent feedback when you are in the midst of an intense situation accelerates your development. Using the self-directed coaching tools before the call reveals you how much you already know and zeros in on the areas that need attention.

 

Common Questions You May Have

Judi, are you always right?

No. And it isn’t important that I be right. What is important is that you use my interpretation to discover what is true for you. As you reflect, you may find it is as I suggested or something very different. Once you find it and name it you are in a better position to align what is going on internally with external actions. When that occurs, you act with integrity and authenticity.

Do we really have to do the video?

Yes!!!  Most people see themselves differently than others see them. Advice and training tell you what you should be doing, but when you are already successful, the best starting point is to assess what you are currently doing. It is invaluable to understand why others find you credible and trustworthy. It shortens your learning curve and frees up time and energy to increase your effectiveness in other areas.

Most people dread having a video session, but since I began the process, only a handful of people have not been pleasantly surprised by what they discovered. For many, the video session is the most valuable component of coaching because it reveals so much and ensures that the development focus is truly accurate.

The video is only 15 to 20 minutes long; yet, we debrief for three hours because that’s how much useful data it contains, and it’s all about you and how you do things. What I will show you is how certain behaviors succeed or don’t succeed, depending on your corporate culture and management code of conduct.

See what clients have said they gained from their video session

Will we be role-playing?

No,I have never had anyone role-play. I believe in using actual situations relevant to your work or working relationships. When it’s relevant, you recall more and are more inclined to repeat a new approach that has worked for you.

Will there be any homework?

Coaching focuses upon you and how you get results. Putting new behaviors into practice is more valuable than knowing them and not using it. You can expect to be learning from experience.

For instance, during a coaching session, we examine how you currently approach a situation and look for the best alternative ways to handle it for you and your circumstances. We consider how to deal with an array of outcomes. Then it is up to you to experiment with new behaviors and apply your new knowledge and awareness.

Reflection will become a key element in your development.

  • Audio reflection: listening to yourself on audio as we discuss things
    [you hear what you said as well as what you were thinking]
    Many do this while driving, running, or waiting at the airport.
  • Video reflection: seeing what others see – an eye opening experience.
  • Written reflection: self-directed coaching tools to quickly assess how you handled a situation. The tools take from 3 to 15 minutes to complete. Use one each day and you can transform how you get results in just a few weeks.

Reflective practice gives you full access to valuable self-knowledge by tapping into perspectives, perceptions, intentions, or intolerances that shape your thinking. These impact your ability to influence outcomes and others. Reflection integrates awareness of contribution and role [yours and others’] and provides greater clarity. Clarity contributes to your effectiveness and speed of execution.

Are my sessions confidential?

Your company may be paying for the coaching, but you are the client. All content of your sessions will be off the record. You decide what to discuss with your manager.

I have never had a leader who wanted to know confidential details. All they have ever asked for is how they can help and support a manager during or after coaching.

What support will I have after our sessions are over?

You have access to a Debrief on Demand for six months. 

How will we measure outcomes?

At the outset, we will identify your preference for measuring, as well as any requirements your company may have. We will regularly monitor progress on the specifics outlined in your private development plan.

Essentially, we are looking for you to be able to handle situations with greater courage, conviction and competence than before.

We identify a specified ROI based on your coaching investment – usually a minimum of 5 to 10x your investment.

Do you have coaching packages that I can review?

While every situation is unique, I have created needs audits that act as a springboard fo our discussion. Complete the one that best fits your role.  You can see the details here.

If you are comfortable with my approach and want to get started, email me at judiwalsh@askcorporate.ca or call me at 416.761.1533.

Photos: ©Depositphotos