How do you define the scope and objectives of a leadership and team coaching project?

1 Assess your current situation

The first step is to assess your current situation and identify the main challenges and opportunities for your leaders and teams. You can use various tools and methods, such as surveys, interviews, focus groups, 360-degree feedback, or SWOT analysis, to gather data and insights from different perspectives. The purpose of this step is to understand the strengths and weaknesses of your leadership and team culture, the gaps and needs for development, and the potential impact of coaching on your business results.

2 Define your desired outcomes

The next step is to define your desired outcomes and how you will measure them. You need to be clear and specific about what you want to achieve through coaching, and how it aligns with your strategic vision and values. You also need to establish the criteria and indicators that will help you evaluate the progress and success of the coaching project. For example, you can use SMART goals, key performance indicators, or return on investment calculations, to quantify and qualify your expected outcomes.

3 Select your coaching approach

The third step is to select your coaching approach and the level of involvement of the consultant. You need to decide how you want the coaching to be delivered, and what kind of support and guidance you need from the consultant. You can choose from different coaching models and methods, such as individual coaching, team coaching, group coaching, or blended coaching, depending on your objectives and preferences. You also need to agree on the roles and responsibilities of the consultant, the coachees, and the sponsors, and the frequency and duration of the coaching sessions.

4 Communicate your expectations

The fourth step is to communicate your expectations and establish a trusting relationship with the consultant. You need to share your vision, goals, challenges, and feedback with the consultant, and listen to their expertise, suggestions, and questions. You also need to set clear boundaries, rules, and expectations for the coaching project, such as confidentiality, ethics, feedback, reporting, and follow-up. The purpose of this step is to create a collaborative and respectful partnership with the consultant, and to ensure a smooth and effective coaching process.

5 Review and adjust your scope

The fifth step is to review and adjust your scope and objectives as the coaching project progresses. You need to monitor and evaluate the results and impact of the coaching, and to collect and analyze data and feedback from the coachees, the consultant, and other stakeholders. You also need to be flexible and open to changes and improvements, and to adapt your scope and objectives if needed. The purpose of this step is to ensure that the coaching project meets your needs and goals, and delivers the desired outcomes.

6 Celebrate and sustain your success

The final step is to celebrate and sustain your success and the achievements of your leaders and teams. You need to acknowledge and appreciate the efforts and contributions of the coachees, the consultant, and other stakeholders, and to celebrate the milestones and results of the coaching project. You also need to reinforce and sustain the learning and development of your leaders and teams, and to provide ongoing support and feedback. The purpose of this step is to embed the coaching outcomes into your leadership and team culture, and to foster a continuous improvement mindset.

7 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?