Inroads Consulting Group, LLC

Program Design for New Executive Coaching

Agenda Setting

  • Phone or in-person conference with manager and participant to discuss assessment and development process, potential development themes, roles and responsibilities, selection of individuals to provide feedback.
  • Manager interview to gather information regarding participant’s challenges in new role, competencies required for higher level position, and organizational culture.    

Participant Interview

  • Interview with participant to establish expectations for self in new role, self-assessment, and potential areas for development and success criteria for leadership role.
  • Instructions about administration of multi-rater instrument and selection of raters
  • Selection of individuals for qualitative interviews
  • Myers-Briggs Type Indicator and Learning Style Inventory administration

Colleague Interviews or Questionnaires 

  • Confidential, semi-structured interviews and questionnaires with 5-6 co-workers (including boss) to gather data regarding interpersonal style and impact, and corporate, leadership, and career issues
  • Analysis of data collected from interviews, multi-rater instrument, Learning Style Inventory and Myers-Briggs Type Indicator

Feedback Meeting with Participant

  • Presentation of analysis of Myers-Briggs Type Indicator, multi-rater instrument, and colleague interviews
  • Determination of strengths and development goals

Preparation of Developmental Action Plans

  • Assistance in creation of Developmental Action Plan that commits participant to significant, visible, accountable stretch actions on the job
  • Preparation for presentation of action plan to participants manager

Developmental Action Planning Meeting

  • Presentation of action plan in meeting with participant, boss, and coach
  • Discussion of action plan, overt agreement on nature and extent of boss’s coaching support in enacting action plan

Follow-up Coaching and Development

  • Three 2 hr. follow-up in-person or phone coaching sessions to review plans, alter actions, and assess success.  Unlimited calls from participant on a as needed basis 
  • Update to boss on progress and support needed for participant  

Wrap Up Meeting

  • Final Meeting with participant and manager to evaluate change, develop new plans, next steps in career process

For more information on costs and how to get started contact Bob Ward at Inroads Consulting 732-597-5931 or email

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