PIXEL'S CONCEPTUAL APPROACH TO LEADERSHIP COACHING
All coaching engagements will be designed in collaboration with the University and in consideration of the needs of the specific leader to be coached (i.e., the “leader”) based on Pixel Leadership Group’s ACES Coaching Framework (as described below). The ACES Coaching Framework is aligned with the latest behavioral science and coaching best practices. This strengths-based coaching approach is characterized as feedback-rich and stakeholder-centric to increase self-awareness, focus on targeted goals, accelerate development, and create accountability throughout the process.
Our Coaches and your Coachees will be designated into one of two groups - Leadership Coaches or Senior Leadership Coaches. Our biographies of our individual Coaches give additional information about certifications, years of experience, and areas of practice. However, generally, Leadership Coaches are assigned to Managers, Directors, Executive Directors, and Senior Leadership Coaches are assigned to Chairs, Vice Presidents and C Suite Executives. We encourage you to select the Coach that best aligns with the Coachees experience, needs, and goals. Please note that each coaching package listed below has tiered pricing for Leadership Coaches or Senior Leadership Coaches.
Our Coaches and your Coachees will be designated into one of two groups - Leadership Coaches or Senior Leadership Coaches. Our biographies of our individual Coaches give additional information about certifications, years of experience, and areas of practice. However, generally, Leadership Coaches are assigned to Managers, Directors, Executive Directors, and Senior Leadership Coaches are assigned to Chairs, Vice Presidents and C Suite Executives. We encourage you to select the Coach that best aligns with the Coachees experience, needs, and goals. Please note that each coaching package listed below has tiered pricing for Leadership Coaches or Senior Leadership Coaches.
ASSESSMENT
Coaching Insights Assessment
Prior to the first meeting, Pixel administers an online form to collect input from the leader about background, current role, leadership style, vision, values, coaching goals, preferred coaching approach, learning style, etc. This is used as a foundation for the first conversation with the leader.
Kick-off & Discovery Interview
The coach and leader will meet to initiate the engagement. This is an opportunity for the two to build rapport and for the coach to collect background information about the leader, review results of coaching insights assessment, to identify goals, and set expectations for coaching.
Stakeholder Feedback
Pixel will administer an online or an interview-based assessment to capture feedback from key stakeholders (the coaching package tier dictates this. The client organization can elect one or both methods). The information will be compiled into a report to be shared with the leader.
Self-Report Data Collection
Prior to launching the assessments, the coach will work with the sponsoring organization to agree upon the appropriate instruments (e.g., Hogan Leadership Suite, CliftonStrengths, DiSC, etc).
Assessment Feedback & Integration Session
Coach and leader meet to review the assessment results, collaboratively interpret the findings, and work together to identify key development opportunities.
Individual Development Plan Creation Session
Coach and leader meet to create a written Targeted Development Plan that leverages their strengths and identifies key development goals and concrete action steps.
CALIBRATION
Feedback Confidants
The leader will identify 2 – 3 “feedback confidants” – i.e., stakeholders who will have monthly 5- to 10-minute check-ins with leader to provide feedback about developmental progress.
Development Planning Calibration Session
The coach, leader, supervisor, and HR representative (as appropriate) meet to review the themes of the assessment results and initial Targeted Development Plan. The group works together to create alignment around the developmental goals and actions to be taken to finalize the plan.
Mid-Point Calibration Session (included in some coaching tiers)
The coach, leader, supervisor, and HR representative (as appropriate) meet to review feedback, leader progress towards developmental goals, and gain alignment around the focus of the second half of the coaching engagement. The Targeted Development Plan will be updated (as necessary) during the meeting.
End-Point Calibration Session
The coach, leader, supervisor, and HR representative (as appropriate) meet during the last month of the coaching engagement to review progress, discuss the coaching experience, review the Stakeholder Progress Survey, and create a plan to sustain changes made.
EXECUTION
Coaching Sessions
Coach and leader meet 1 – 4 times per month for 50-minute sessions via video (or in-person when included in the coaching package) to achieve the goals outlined in the development plan.
Live Action Coaching
Some 1:1 coaching session time can be devoted to live action coaching (i.e., the coach can observe the leader in action, such as giving a presentation, leading a team meeting, reviewing emails, etc.) as appropriate based on the client’s specific developmental goals.
Monthly Insights / Pulse Assessments
Coach will send the leader a brief online “pulse” assessment that takes only 5-10 minutes to complete. It captures their perceived progress, asks them to engage in a self-reflection activity, and gathers continuous coaching feedback for the coach.
SUSTAINMENT
Stakeholder Progress Survey
Prior to the completion of the coaching engagement, Pixel will administer a follow-up online assessment to capture feedback on observed improvements, key accomplishments, and remaining opportunities for development.
Reflection and Coaching Feedback Assessment
Coach will provide the leader with a reflection and coaching feedback assessment to complete prior to the last session, which asks them to reflect on the experience, plan for sustainment of changes, and gathers feedback about their coaching experience.
Reflection & Sustainment Planning Sessions
During the last 1 - 2 sessions the coach and leader review stakeholder progress feedback and the reflection and coaching feedback results, discuss progress, and create a Sustainment Plan for continued growth beyond coaching.
Coaching Insights Assessment
Prior to the first meeting, Pixel administers an online form to collect input from the leader about background, current role, leadership style, vision, values, coaching goals, preferred coaching approach, learning style, etc. This is used as a foundation for the first conversation with the leader.
Kick-off & Discovery Interview
The coach and leader will meet to initiate the engagement. This is an opportunity for the two to build rapport and for the coach to collect background information about the leader, review results of coaching insights assessment, to identify goals, and set expectations for coaching.
Stakeholder Feedback
Pixel will administer an online or an interview-based assessment to capture feedback from key stakeholders (the coaching package tier dictates this. The client organization can elect one or both methods). The information will be compiled into a report to be shared with the leader.
Self-Report Data Collection
Prior to launching the assessments, the coach will work with the sponsoring organization to agree upon the appropriate instruments (e.g., Hogan Leadership Suite, CliftonStrengths, DiSC, etc).
Assessment Feedback & Integration Session
Coach and leader meet to review the assessment results, collaboratively interpret the findings, and work together to identify key development opportunities.
Individual Development Plan Creation Session
Coach and leader meet to create a written Targeted Development Plan that leverages their strengths and identifies key development goals and concrete action steps.
CALIBRATION
Feedback Confidants
The leader will identify 2 – 3 “feedback confidants” – i.e., stakeholders who will have monthly 5- to 10-minute check-ins with leader to provide feedback about developmental progress.
Development Planning Calibration Session
The coach, leader, supervisor, and HR representative (as appropriate) meet to review the themes of the assessment results and initial Targeted Development Plan. The group works together to create alignment around the developmental goals and actions to be taken to finalize the plan.
Mid-Point Calibration Session (included in some coaching tiers)
The coach, leader, supervisor, and HR representative (as appropriate) meet to review feedback, leader progress towards developmental goals, and gain alignment around the focus of the second half of the coaching engagement. The Targeted Development Plan will be updated (as necessary) during the meeting.
End-Point Calibration Session
The coach, leader, supervisor, and HR representative (as appropriate) meet during the last month of the coaching engagement to review progress, discuss the coaching experience, review the Stakeholder Progress Survey, and create a plan to sustain changes made.
EXECUTION
Coaching Sessions
Coach and leader meet 1 – 4 times per month for 50-minute sessions via video (or in-person when included in the coaching package) to achieve the goals outlined in the development plan.
Live Action Coaching
Some 1:1 coaching session time can be devoted to live action coaching (i.e., the coach can observe the leader in action, such as giving a presentation, leading a team meeting, reviewing emails, etc.) as appropriate based on the client’s specific developmental goals.
Monthly Insights / Pulse Assessments
Coach will send the leader a brief online “pulse” assessment that takes only 5-10 minutes to complete. It captures their perceived progress, asks them to engage in a self-reflection activity, and gathers continuous coaching feedback for the coach.
SUSTAINMENT
Stakeholder Progress Survey
Prior to the completion of the coaching engagement, Pixel will administer a follow-up online assessment to capture feedback on observed improvements, key accomplishments, and remaining opportunities for development.
Reflection and Coaching Feedback Assessment
Coach will provide the leader with a reflection and coaching feedback assessment to complete prior to the last session, which asks them to reflect on the experience, plan for sustainment of changes, and gathers feedback about their coaching experience.
Reflection & Sustainment Planning Sessions
During the last 1 - 2 sessions the coach and leader review stakeholder progress feedback and the reflection and coaching feedback results, discuss progress, and create a Sustainment Plan for continued growth beyond coaching.