Coaching

Coaching is a method of developing and training a person or group of people, with the aim to help that person achieve a specific skill set or set of agreed upon goals. Cheryl aims to help individuals recognize their full potential and help them make a positive impact for their work team. The goal is not to change an individual but to help them present the best version of him/herself.

Coaching needs to be positioned properly as an investment in the individual and in the organization. A company is only as strong as its employees and employee performance makes a mark on company culture and morale.

Reasons to hire a Coach:

1. Coach helps achieve business results.
2. Coach is objective. There is no history or “baggage” attached to the coach.
3. Coach can offer expertise that may not be available inside of an organization.
4. Confidentiality guaranteed to coachee creates a “safe” platform for discussion and development.
5. Coach is 100% committed to the coachee without the distractions that a manager or internal mentor may have. Coachee will not get put off waiting for the manager or mentor’s time.
6. Coaching is cost effective. Coaches can address issues quickly and be readily available for candidates….saving time and money. Improved performance directly impacts company performance.

There are a variety of methods used for effective coaching. Cheryl Penava uses a collaborative approach using the process outlined below.

General Steps for a Coaching Engagement

1. Synergy Meeting
   Does the right chemistry exist between the client, coach and coachee? If yes, move on to step II. If no, alternate plan suggested.
2. Assessment
   This process can include, but is not limited to: Full Circle* feedback, candidate self-assessments, behavioral assessments, scenario role-plays, behavioral questionnaire and interviews with the candidate and his supervisor.
   *Peer, superior and subordinate evaluations of employee’s skills.
3. Analysis & Reporting
   Comprehensive summary of findings will be based on all pieces of the assessment process. Observations will be shared with the employee and the leaders. Employee, leaders and coach will agree on the focus for the coaching.
4. Goal Setting
   Agreed upon, measurable goals are established between client, coach and coachee.
5. Coaching and Development
   
   1. Based on the agreed upon objectives, coaching sessions will be scheduled with the employee in order to reach the goals established by the leadership team and the coach. Coaching can occur face to face, by phone or through email. Coaching can be delivered through the use of lecture, skill practice exercises, case studies, books, videos and other reputable resources.
   2. Length of coaching enagements will vary based on the situation and needs of the coachee.
6. Post Evaluation and Conclusion
   Learning outcomes will be evaluated and measured to determine the frequency of “maintenance” coaching.
7. Maintenance
   Periodic contact with coachee to reinforce outputs from the coaching experience. Frequency to be determined.