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Successful executive coaching is both situational and process-driven. The situational component is in the hands of a carefully selected coach. Of equal importance is the Alliance's rigorous coaching process.

Selection of the Coach. The client identifies the Executive to be coached, and communicates any measure or interpersonal performance issues. Thereafter, the Alliance familiarizes itself with the Executive's background and the client organization. Based on this information, the Alliance presents alternative coach candidates to the client. Coach selection by the client and buy-in by the Executive are critical to success.

Executive Assessment. The confidential Coach-Executive relationship begins. Through interviews, the Coach becomes familiar with the Executive's background, responsibilities, job challenges, and aspirations both personal and professionally. An understanding of how the Executive perceives assigned performance targets and actual results is also obtained. Thereafter and with the Executive's support, the coach holds one-on-one interviews with selected stakeholders: peers, subordinates, the boss, and sometimes customers or suppliers. A traditional 360° assessment or other tools may be introduced. The Coach thereupon develops a critical appraisal of the Executive's strengths and development needs, as related to the client's business goals.

Assembly of a development Program. Working together, Coach and Executive match what the Coach has learned with the organization's performance needs. The Executive's personal enhancement program evolves.

Program buy-in by client stakeholders. The Coach, Executive and the Executive's boss review the Executive's development program, agree to adjustments, and commit to the plan. Participation by the client's human resources leader and other stakeholders may be desirable.

Guiding and Shaping the Executive. Role playing, video feedback, journaling, shadowing and live-action are among the coaching tools used. Team coaching may evolve, to include selected stakeholders.

Follow-up assessment of the Executive. The Coach circles back to the Stakeholders interviewed initially. Such follow-up gauges the Executive's progress, and allows stakeholders to re-consider their earlier opinions of the Executive.

Upon request, Organizational Assessment and Change Facilitaion can be undertaken.