Developmental Leadership Coaching: Program Structure
Leadership coaching, provided by UI Leadership Development, Organizational Effectiveness (OE), University HR, is a resource for UI leaders who have identified a specific behavioral change that will improve their supervisory effectiveness. This program is valued at $1980 for non-UI leaders (in lieu of StrengthsFinder, another assessment tool would be offered).
Three conditions that must exist prior to coaching:
- Client desires a change.
- Organization or unit will support activity.
- Desired changes are focused on leadership behaviors, not on technical skills specific to the participant’s area of work.
Assessment: 50 minutes
- After departmental payment is received, participating leaders are sent the directions and online links.
- Participants immediately receive their results after completing the 10-minute DISC and the 40-minute StrenthsFinder assessments.
Results Review Session: 90 minutes
- Private leadership coaching session with a leadership coach to discuss insights and applications of the results in your administrative role.
- Introduction to development plan template and preparation for goal-setting conversation.
Goal-Setting Conversation: 60 minutes
- Discussion of your strengths and prioritization of leadership competencies that will further your success as a leader.
- Your coach will facilitate this conversation, and will provide a simple agenda in advance. Please be prepared to present your completed development plan at this meeting.
Skill-Building Coaching Sessions: 3 session, 60 minutes each
- These sessions provide opportunity to practice new behaviors and communication strategies in a supportive environment with your coach.
- Your coach may provide readings and reflective exercises in advance of the sessions.
Pulse-Check Survey (in preparation for closing)
- The purpose of this survey will be to gather feedback from those you work with on their perception of your progress on your developmental goals.
- You select, with your supervisor’s recommendations, who will receive the short survey sent by OE. (Minimum number of survey recipients is 6.) Results will be anonymous and aggregated to be discussed at the closing. Your coach will share the results with you before the session and discuss with you as needed.
Closing Conversation: 60 minutes
- Discussion of efforts made and early progress achieved, as well as strategies to maintain emerging leadership competencies.
- Your coach will facilitate this conversation, and will provide a simple agenda in advance. Please be prepared to present you written synopsis of outcomes to your development plan at this meeting.
To begin, we encourage participating leaders to initiate contact with Nikole Mac to address questions and get started.
Nikole Mac, Manager, UI Leadership Development
Organizational Consultant, Leadership Coaching
Organizational Effectiveness, University Human Resources
384-0535 (Direct) or 335-2085 (Main)
OE strives to clarify and uphold the following roles and confidentiality parameters:
The Participant in Leadership Coaching
- Collectively with supervisor or administrator, defines, clarifies, and commits to specific action steps. The underlying question is “If you want things to be different, what are you willing to change?” This builds a vision of possibility.
- Makes all appointments/calls on time.
- Is responsible for agreed upon goals and objectives, striving for achievement.
- Expects the coach to be honest and straightforward.
- Agrees to invite other people to provide feedback to the coach and allows the coach to observe them in their work area.
The Leadership Coach
- Asks questions to assess the level of the participant’s and supervisor’s/administrator's commitment to the action.
- Leads the goal-setting session with participant and supervisor/administrator, asking for a specific discussion related to goals and action steps.
- Supports the participant (employee) to change.
- Tracks the participant’s progress and shares periodic updates with supervisor/administrator.
- Respects the participant’s willingness to be truthful and keeps information within the bounds of the contract.
- Specific conversations are not shared unless safety of others or University policy concerns are in question.
- Themes, goals, and consultant impressions will be shared with supervisor/administrator at the goal-setting and closing meetings.
- Attendance and level of engagement in the coaching will be shared with supervisor or administrator as needed.
- Focuses the participant and the participant’s supervisor/administrator on commitments, and coaches both that it will take time to realize long-term change.
- Is often bold and forthright with feedback.
- Follows University of Iowa policies related to mandatory reporting for sexual harassment, violence etc.
Participant’s Supervisor or Faculty Administrator in Leadership Coaching
- Defines, clarifies, and supports the action steps as defined with participant.
- Communicates with participant 1:1 regarding goals and how to support progress.
- Communicates with coach via email, phone, or in person, regarding goals and how to support progress.
- Views process as an enhancement to, and not the sole means of, current performance management. Will integrate closing recommendations into performance goals as appropriate to sustain performance.
- Will view the coaching experience as confidential unless (together with participating employee) determined otherwise.
Updated September 2012