Confidential

Transformational Leader Coaching

For

Coaching Transformational Leaders

As demands on individuals increase there is a growing need for effective personal development. Coaching helps a person realize his or her potential and achieves results. Coaching Transformational Leaders focuses exclusively on an individual using Geo Roberts as coach. He has had extensive experience in coaching, and peers who know and support you electing to be coached.

The process builds on your willingness to identify areas for growth and work with the coaching team to strengthen competencies in these areas. The program raises awareness for you by providing supportive feedback. It motivates and inspires you to explore new options that will effect real and lasting change in behavior, and more importantly a more effective leadership and management style.

Coaching leads to effective, long-term growth in you and often in the surrounding team. It helps you explore the behavioral changes required for improved performance. This self-determined and personal development clarifies vision, builds upon values, and improves competencies for sustained performance improvement and achievement of lasting, worthwhile personal and business goals.

Coaching Process when no feedback providers are designated

Step One

You define one or two attitudes, beliefs and behavioral areas to work on that:

connect with personal and professional goals,

align with personal values and

progresses your achievement of corporate goals.

You also complete the final two pages of the document and where deemed appropriate an internet based preference profile called C-me Colour Profiling (will be charged extra).

Step Two

Next, you visualize and describe what a good job in these areas will look like, how this will impact upon others and help reach clearly defined business outcomes. These thoughts are captured on page 7, Contract of Engagement, and Page 9, Profile of Desired Behaviors

The process helps to sensitize you to the benefits of the program and the need to dedicate time and effort to change.

Step Three

Having identified the focus, you retain responsibility for progress and effecting lasting change. The relationship with the coach will change, and together with the coach, a “contract” will be agreed. Homework and areas to work on in between sessions may be agreed from time to time. Each session’s agenda, however, will be determined by the you, the client.

Step Four

The role of the Geo Roberts Coaching & Development coach is to work with the leader to define the process, provide an overview, facilitate progress and challenge where appropriate. You and the coach will tackle issues, look for patterns and challenge areas of resistance. Finally, the coach provides guidelines and overview of the meeting schedule.

The coach is unlikely going to offer suggestions. Coaching works with the premise that the answer lies within you, the client. The client decides what is implemented. Change may not be linear; there will be ups and downs and the coach will help you to look forward positively and express the learning.

Step Five

You will review progress periodically with the coach and determine the future schedule. As attitudes, beliefs and behaviors are successfully modified, it may be decided that further areas of focus are adopted and the process repeated.

Confidentiality is maintained at all times. Only if you raise issues that might result in inflicting harm on yourself or others, or in some other way violates governmental laws will appropriate authorities be notified. If the process is not working, then you can agree to modify the process, or change the coach, or even stop the process, whichever is most appropriate

Coaching Using Selected People to act as Feedback Providers

The Transformational Leader Coaching program can produce accelerated change when you choose to involve significant others as mutually determined by you and the coach. Content and results are kept confidential so that a high degree of trust and relationship is built with you.

This portion of the document describes the purpose, process and guidelines for the program and provides templates for our use. Here are the steps if Internal Coaches (Feedback Providers) are part of the coaching process.

Step One

You define one or two attitudes, beliefs and behavioral areas to work on that:

connect with personal and professional goals,

align with personal values and

progresses your achievement of corporate goals.

You also complete the final two pages of the document and where deemed appropriate an internet based preference profile called C-me Colour Profiling (will be charged extra).

Step Two

Next, you visualize and describe what a good job in these areas will look like, how this will impact upon others and help reach clearly defined business outcomes.

The process helps to sensitize you to the benefits of the program and the need to dedicate time and effort to change.

Having identified the focus, you retain responsibility for progress and effecting lasting change. You will maximize the effectiveness of the program by being prepared to admit to mistakes in past and apologize and ask for honest observations, both positive and negative. Remaining open to feedback can be a challenge. You are advised not to defend or justify the reported feedback and furthermore not to use the feedback for recrimination or retribution. It is recommended that you do not promise anything except to review the feedback and decide a course of action.

The role of the coach is to agree the process, provide an overview and facilitate progress and challenge where appropriate. Together with you, the coach will review the feedback received, tackle issues, look for patterns and challenge areas of resistance. The coach will also co-ordinate the appointment and define the role and skills of internal coaches. Finally, the coach will provide guidelines and overview of the meeting schedule and provide a summary of the session for you to review and amend.

Step Three

Working in partnership with the coach you will design the way the program will run, and identify potential candidates to act as internal coaches or feedback providers. The role of the internal feedback providers is to provide feedback and help where requested. In order to qualify, the feedback provider agrees to tell the whole truth, commenting with supporting evidence only on personal and first hand observations. The role may require providing helpful suggestions but the provider leaves it up to you to decide what is implemented. Change may not be linear; there will be ups and downs and the internal feedback provider will be required to look forward positively and accept the person’s responses as being genuine.

Step Four

You will then select some initial attitudes, beliefs and behaviors to address. You make final selection of internal feedback providers. (These beliefs, attitudes behaviors will be discussed with the providers, and they will be asked to submit their own ratings of these areas and provide other areas to be considered.) These attitudes, beliefs and behaviors are recorded on page 9, Profile of Desired Beliefs, Attitudes and Behaviors.

Step Five

You and the coach will agree on one or two behaviors to work on over the agreed rating period, and provide those giving feedback with a template and way of recording their observations using the provided templates. You will also decide in what way you wish to receive this feedback either face to face or electronically. Very often, the feedback might come from a variety of sources, or from the coach if requested.

Step Six

During the rating period, the internal feedback providers will observe your behavior, and collect evidence as to whether or not you are showing improvement in the one or two behaviors selected. This they will provide in written form on the template provided, and, if agreed by you, given face to face. You will not promise to take any action nor to defend your behavior, but simply to thank the feedback provider for completing the rating.

Step Seven

There will be a review with the coach on the feedback from the providers. During the session you will analyze what it is saying about your attitudes, beliefs and behaviors, and then agree future actions. This pattern of review, getting feedback and review will continue for at least 3 months, when a longer review will take place to ascertain whether or not it is worth continuing the process. As attitudes, beliefs and behavior are successfully modified, it may be decided that further areas of focus are adopted and the process repeated.

Confidentiality is maintained at all times and any information that is fed back to anyone else is agreed first with you. If the process is not working, then you and the coach will agree to modify the process, or change an internal feedback provider, or even stop the process, whichever is most appropriate

In this program the participants are:

Role	Name
Person
Coach	Geo Roberts
Internal Coach 1	As Agreed
Internal Coach 2
Internal Coach 3
Internal Coach 4

Contract of Engagement

Confidential

Date 16 June 2021

agrees to undergo a Transformational Leadership development program over the agreed time period for the following reasons:

The impact this will have on the person, colleagues, departments and overall business is:

Role of the coach and terms of engagement

Geo Roberts agrees to undertake the role of coaching you to support, encourage and challenge you to achieve lasting behavioral change and performance improvement in line with business and professional goals. Once the overall objectives for the program are set and agreed, Geo Roberts will help maintain the coaching focus on moving towards a successful outcome and helping you learn from the experiences and circumstances you encounter.

We give each other permission to “get it wrong” at times, and will evaluate how well the process is working at each point of interaction. Although Geo Roberts agrees to offer personal feedback, support and challenge, it is ultimately the your responsibility to agree the steps of change you are going to make, and to hold yourself accountable for the outcome.

If either party for any reason feels the trust and mutual respect is insufficient to continue the process, then either party can draw this to the attention of the other person and the coaching relationship will cease. If this is the case, Geo Roberts will recommend another more suitable coach be found to continue helping youto develop.

For providing these services, the fee is $7500 for 10 months of coaching. This includes time devoted to meetings, preparation and follow up. Travel will be offset with other events in the area, if possible, or if the location is within 50 miles there is no separate charge. Should you partake of other programs or other coaching is agreed, the fees will be standard rate. Invoices will be issued in the month when services are used and payment terms are standard. Invoice will detail dates, time utilized and expenses if appropriate.

Geo Roberts is a Master Credentialed Coach (MCC) and member of the International Coaching Federation, and consequently fully subscribes to ICF’s Code of Ethics.

Signed

Profile of Desired Behaviors

Identify areas that could be explored as part of a Personal Development Program. Rate yourself, and then describe how improvement in this area would impact the behavior of others and the impact upon the business. Leave one or two areas blank so that internal coaches can also nominate areas for consideration

Name:

ATTITUDES, BELIEFS AND BEHAVIOR of the Person	RATING (1 is low, 10 is high)	BEHAVIOR of Others when you are able to do a good job in this area	BUSINESS RESULT or Area Impacted by sustained improved performance by myself and others
Example: Communicate with clarity how I think and feel when under pressure	6	Colleagues understand and therefore take appropriate actions after meetings or when they want to develop a suitable course of action	Less wasted time repeating myself, less dithering about, jobs get done on time,

Behavioral Change Rating

Name of Internal Coach:	Rating Period:

Name of Person

BEHAVIOR	-3	-2	-1	0	+1	+2	+3
Area selected by youbeing coached
Comments of evidence that supports your rating
Area selected by youbeing coached	-3	-2	-1	0	+1	+2	+3
Comments of evidence that supports your rating

Geo Roberts	Transformational Leader	Internal Coach

Determine Area of focus Complete Profile of Desired Behaviors template for 4 or 5 possible areas Agree the coaching process and guidelines. Shortlist candidates for Internal Coaches Introduce purpose of the program and Internal Coaches’ role. Establish the process and guidelines Determine whether each Internal Coach qualifies and select Internal Coaches Complete Profile of Desired Behaviors providing an initial rating out of 10 Meet to review feedback from Internal Coaches Complete Behavioral Change Rating template with comments and evidence to support rating Meet periodically with each Internal Coach to review feedback and coach for improved performance Meet to review feedback from Internal Coaches, facilitate progress and review program effectiveness. As progress is made, Geo Roberts and the Executive may elect to move the focus on from the initial one or two areas into new areas Complete the program Repeat process in line with agreed interval and overall program

Confirm guidelines and schedule of meetings

Questions to Complete:

Looking forward 20 years, you are attending a function where someone is giving a speech about YOU! What would you like them to say?

Think of one or two people who really inspire and encourage you. What is it about them that is so inspiring?

What is missing in your life, the presence of which would have your life be more fulfilling?

When do you give your power away – To whom do you give it?

What can I say to you to help you get ‘unstuck’ and return you to moving forward?

The Balance of Life

Enter in each segment an important area of your life (can include work, family, health & fitness, sport, holidays, social, spiritual, self-development etc.)

If 0 is at the centre, and 10 is on the outer rim (10 being very satisfied with that area) place an arc on each segment that depicts your current level of satisfaction with that area in your life. Then join up the eight markers.

Now mark on each segment where you would like to be in 6 or 12 months’ time. Pick 2 main areas of growth.

What is it you want to change?

Why is it important for you to change?

What would a good job look like in 6 months time?

What are the consequences if you do not change? Etc.

What could you do to start the change?