“I went to the woods because I wished to live deliberately, to front only the essential facts of life, and see if I could not learn what it had to teach, and not, when I came to die, discover that I had not lived.” ~ Henry David Thoreau
Lightbox Leadership coaching is a future orientated, outcome based, confidential learning process that brings about new actions, new behaviors and self-awareness so clients can increase performance, improve relationships and achieve desired goals.
The practice and art of coaching at Lightbox Leadership is based on 20th century philosophy, linguistics, systems thinking, developmental psychology and organizational psychology. Our process uses the best practices of the highest regarded coaching models and takes place in 6 stages: Engagement, Assessment, Plan Creation, Coaching Sessions, Reporting and Evaluation/Wrap up. The six stages are guidelines as our coaching engagements are uniquely tailored to the specific needs of each client.
This is the information gathering stage where we work to capture a full understanding of the sponsor’s desired outcomes from the leadership coaching program. Why has Lightbox Leadership been brought in? Reasons often include leadership performance, managerial effectiveness, meeting specific business metrics and building a sustainable leadership pipeline.
We determine the specific development opportunities for each client through a variety of assessment measures. The results of these assessments along with conversations with the sponsor and client allow us to build individualized coaching development plans.
- The Leadership Circle Profile™ 360
- Interview 360 assessment
- Client interview
- Shadow day(s)
The results of these assessments and conversations with the sponsor and client allow us to build individualized coaching development plans. The coach and client jointly create a development plan built specifically to move them forward toward their desired results, goals and outcomes.
- 360 assessment debrief with client
- Discovery and refinement of development areas, learning gaps, and skill/behavior improvement areas
- Development plan creation including phases, mini-goals and milestones
What is discussed will vary from session to session based on the client’s specific agenda. The coach is responsible for bringing structure to the conversation and the client is responsible for bringing the content. During each coaching session, the coach and client will cover the following as they pertain to the client:
- How you are doing?
- What have you accomplished towards your goals or commitments?
- Have you made any new breakthroughs, insights or observations about yourself?
- What opportunities or challenges are you currently facing?
- What would you like to discuss in our time today?
- Explore, inquire, ask questions, give observations, feedback, affirmations, insights and challenges to help you move forward.
- What specific commitments or actions will you make prior to our next session?
The coach will ask the client many questions designed to help the client discover their own answers – the right answers for the client. The client is responsible for their commitments and actions in-between sessions. The result of this work often serves as the basis for many of the coaching conversations.
Reporting will be delivered to the sponsor throughout the coaching engagement as agreed to in the contracting process.
Evaluation and wrap up
We will engage in continual feedback during the entire coaching engagement to ensure the highest effectiveness for the client.
At the end of the initial coaching engagement, coach and client will conduct a summary review to evaluate the outcomes of the development plan and whether to close coaching or start a new engagement.
Within 24 hours after the last coaching session, the coach will send the client a link to the Lightbox Leadership coaching survey. Please complete the survey to let Lightbox know about your coaching experience so we can make our development and action plans to continue our learning and growth as an organization.