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FAQ Executive Coaching

The role and importance of stakeholders

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First of all, thank you!

We know how time is a scarce resource not only for our clients but also for the people they interact with. We therefore greatly appreciate the time and attention you are dedicating to supporting the coaching process of the person who involved you. Here are some of the questions, and related answers, that we are typically asked during our executive coaching.

Why do you involve stakeholders in a one-to-one executive coaching process?

The success of a development path

, especially for senior people and those with leadership responsibilities,

depends on three macro-factors according to these percentages

:

10%

from the acquisition of new information: 

books, classroom or distance learning

,

20%

from an activity of reflection and connection between theory and practice: 

coaching sessions

,

70%

from training and daily practice: 

on-the-job

It is therefore essential that it is the stakeholder network that

support the development path in daily life

.

Why did you involve me specifically? Who chose?

With our coachee, we have identified a series of stakeholders, internal and/or external clients, who will benefit, directly or indirectly, from their development. On our part, the request is to identify people, even critical or strict ones, but certainly endowed with the necessary intellectual honesty and authenticity to offer transparent and timely feedback and input, and to assess progress along the way.


What exactly is required of me?
Our coaching process involves stakeholders in the following way:

 

  1. request for feedback via email: areas of strength and improvement in relation to a macro objective for development, declared by the coachee in the email and anticipated in a face-to-face or phone interview.
  2. presentation of detailed objectives and request for suggestions: what specific behaviors should be implemented to work on the objective? The coachee will ask you to suggest some specific behaviors to work on.
  3. presentation of the action plan: the coachee will present you with a concrete action plan that they commit to working on and with respect to which they will ask you to observe them in the following month/quarter.
  4. request for timely feedback, collected via email directly by the coach, on a quarterly basis to monitor progress during the 6-12 months of coaching.

How can I best support the coaching process of the person who involved me?
Your contribution will be all the more valuable the more explicit, clear, and adherent to the behaviors observed in a specific situation it is.
The email you received contains a template both in the body of the email and in the attached Word file. It is a template built on the S.T.A.R. model, an acronym for Situation, Task, Action, Result. 
Feedback that only provides an overall assessment, not referring to specific behaviors, is difficult to turn into a concrete action plan. 

For this reason, we ask for your availability to be contacted directly by the coach for a brief clarification call if necessary or useful.

If I have further questions, can I contact you directly?

Certainly! 

It is a transparent and collaborative process, and both the coachee and the coach are available for support and further clarification.

In the contacts section 

of this site you can find

the direct contacts of all our executive coaches

.

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