The Global Coaching Partnership

The Global Coaching Partnership Competencies

The Principals of The Global Coaching Partnership are uniquely qualified to work side-by-side with the business world's most talented contributors, coaching them to greater levels of performance and personal satisfaction.

Why????

Because at its essence, Coaching involves working with individuals to assist them in shaping and changing key behavioral routines in a self-directed direction, targeted at personal objectives that are meaningful to the coaching candidate and important, even critical, to the future success of their careers and their lives overall.  Coaching work, therefore, demands that individuals be highly trained in helping human beings modify their perceptions, attitude and behaviors.  Only clinically trained therapists and counselors have the full compliment of competencies necessary to participate in this most demanding work.

What are the core competencies necessary to be qualified to work with an individual in a coaching capacity?

1. 1. Advanced rapport building skills and techniques that can quickly establish trust and confidence in the coach.
2. 2. Diagnostic acumen.
3. 3. A keen eye for non-rational behavior and the intervention methodologies required to neutralize it.
4. 4. The ability to neutralize, harness and channel the coaching candidate's resistance to the personal change process.
5. 5. Systems thinking and causal analysis.
6. 6. Psychological maturity and a humanistic orientation.
7. 7. The ability to harness conflicts for constructive and even creative ends.
8. 8. High - impact and accelerated behavior-changing methodologies.
9. 9. A deep understanding of motivational dynamics.
10. 10. Patience and the genuine desire to help others in a selfless way.

The Global Coaching Partnership Capabilities

It is with this relatively rare set of competencies that our Principals come equipped to tackle the daunting task of providing 17 types of coaching services in three distinct areas:

     I.   Developmental and Self-Actualizaion Projects
             Executive coaching
             Leadership development
             Executive development
             Management development
             Development of high - potential personnel
             Development of technical professionals into consultants, 
                    partners and leaders

     II.  Goodness-of-Fit Studies
              Pre-promotion evaluations and development
              Succession planning evaluations and development
              In-placement evaluations and counseling
              Career development evaluations and counseling

     III. Trouble-shooting and Fix-it Projects
               Derailment prevention
               Prematurely plateaued contributors
               Unwanted-exit prevention
               Relationship breakdown fix-its
               Creative outplacement
               Mental health matters
 

The Global Coaching Partnership Approach

1.  In a typical Coaching assignment -say Derailment Prevention - we will ordinalrily spend 25 -35 hours over a period of 4 - 12 months with the candidate, as we move through our 5 Stage Process:

            Assess --> Debrief --> Plan --> Act --> Reassess/Refine

2.  Ideally, each assignment is a highly collaborative effort among the three constituents -- candidate + coach + management.  While our coaching process is confidential, we place the control of the information flow in the hands of the candidate and proactively encourage candidates to involve management, as much as possible, in the ongoing process of carrying out coaching methodology, gains made by the candidate will sustain only if they have created "coaching partners" in their work environment.

3.  Our relationship with our coaching candidate is one of partnership.  We are their coaching partner and are extremely active, participatory and collegial in our involvement with our candidates.  When it comes to their strengths, we are energetic and vocal cheerleaders.  When it comes to their development needs and counter-productive tendencies, we are quick and candid in our efforts to demonstrate how these tendencies are self-defeating and consequently, irrational --- in this sense we are proactively confrontational, but with all the finesse and sensitivity one would expect from such highly trained and experienced behavioral change experts.

4.  In judging the value of our contributionto the client organization, we see performance -- enhanced performance and increased satisfaction -- as the bottom-line measure.  Consequently, we are continually in contact with the organization (management or HR) to gauge the nature and extent of the candidate's change efforts.  This is an essential feedback loop with which we progressively refine our coaching interventions.  Again, this reflects our underlying collaborative and partnering philosophy.

5.  Our specific approach to Leadership Development is grounded in the research on leadership (there are 7,500+ books and articles examining this phenomenon).  For example, we know what data to collect and what metrics to use when doing the front-end assessment of a leader or potential leader.

Similarly, there is a finite set of leadership skills that a candidate must focus on and develop.  We see four different spheres within which a future leader must concentrate:  Mental Agility Interpersonal Finesse -Change Mastery -Goal Orientation.  Within theses spheres there are 17 component competencies that drive performance. 
       Leadership development from the inside --> out.
 

 Global Experience
 

Within the partnership, we have Principals who have international consulting experience in the following countries and regions:
                   Canada                                 Mexico
                    UK                                       Eastern Europe & Russia
                    Hong Kong                          EC
                    Israel                                    No. Africa

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