How do you set the scope and duration of executive coaching?

1 Define the purpose

The first step in setting the scope and duration of executive coaching is to define the purpose and objectives of the coaching process. What are the specific goals and outcomes that the coachee wants to achieve? How will they measure their progress and success? How will the coaching support their personal and professional development? The purpose and objectives of the coaching should be clear, realistic, and relevant to the coachee's role and context.

2 Assess the situation

The next step is to assess the current situation and the gap between the desired and the actual state of the coachee. What are the strengths and areas of improvement of the coachee? What are the challenges and opportunities that they face? What are the resources and support that they have or need? The assessment should be based on data, feedback, and self-reflection, and should identify the main areas of focus and development for the coaching.

3 Agree on the process

The third step is to agree on the process and the parameters of the coaching. How often and how long will the coaching sessions be? How will the sessions be conducted (e.g., face-to-face, online, phone)? How will the coach and the coachee communicate and follow up between sessions? How will the coach provide feedback and challenge the coachee? How will the coachee apply their learning and action plans? The process and the parameters of the coaching should be flexible, adaptable, and respectful of the coachee's preferences and availability.

4 Review the progress

The fourth step is to review the progress and the impact of the coaching. How will the coach and the coachee evaluate the effectiveness and the value of the coaching? How will they track and celebrate the achievements and the changes of the coachee? How will they address any issues or concerns that arise during the coaching? The review should be done regularly, objectively, and collaboratively, and should highlight the learnings and the feedback for both the coach and the coachee.

5 Plan the closure

The final step is to plan the closure and the follow-up of the coaching. How will the coach and the coachee wrap up and end the coaching relationship? How will they acknowledge and appreciate each other's contribution and growth? How will they ensure the sustainability and the transfer of the coachee's learning and development? How will they maintain contact and support after the coaching? The closure should be done intentionally, positively, and respectfully, and should include a clear and mutual agreement on the next steps and the future expectations.

Setting the scope and duration of executive coaching is not a one-size-fits-all approach. It depends on various factors, such as the purpose, the situation, the process, the progress, and the closure of the coaching. By following these tips, you can create a coaching contract and agreement that suits your needs and goals, and that fosters a trusting and productive coaching relationship.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?