| FREQUENTLY ASKED QUESTIONS
Are you available to provide services in areas other than Southern Virginia?
Absolutely. We are happy to provide services in virtually any geographic area. Also, with the current electronic highway, we find that some portion of our services can be delivered by telephone, videoconference, e-mails, and “chatting” on the Web.
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How would we go about exploring whether the services you offer would fit the needs we have?
We are delighted to meet with organizations who have a potential interest in our services and explore what the fit might be. Depending on the location of the interested organization, our meeting may be in person or could take one of the forms noted in the answer above. This exploratory meeting or meetings is offered at no charge to the organization. We are very interested in building relationships both for now and for the future.
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What if we have a need for training not included on the list you offer?
We are happy to develop training which is custom tailored to the needs of the organization. Again, preliminary meetings are a very important part of the process.
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How would we go about introducing a coaching engagement to one of our key performers?
The answer to this question depends greatly on the individual and on the reason you are offering the coaching experience. In many organizations, coaching is considered a real perk, and it is an honor to be selected for coaching. In other organizations, coaching will be a new experience. Of course, coaching for derailment prevention for a candidate is also often viewed much differently than coaching for career development. The bottom line is that we will work with you regarding what would be the most promising approach in discussing the potential coaching with the candidate.
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What does the actual process of coaching entail?
Once the candidate has been appraised of the coaching, the candidate and coach meet and the coach takes a good deal of history. The candidate also completes two, on line assessment tools, Assess, and the 16 PF. A 360 degree, qualitative assessment tool is also distributed to some of the candidate’s peers, supervisor(s), and supervisees (as relevant). All of this data is compiled and analyzed by the coach, and coach and candidate debrief the material, which provides a powerful data mirror. Based on the compiled material, the candidate, with assistance from the coach, develops a Blueprint for Change Action. Once this is complete, the candidate selects a change partner (s) to assist, and the supervisor is apprised of the Blueprint. Change actions are specified, and the coach and candidate then meet at regular intervals, every two to three weeks, to assess progress.
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How long does a coaching engagement take?
We have found that a coaching engagement usually requires about 50 hours of time, including the assessment, debriefing, and change action phases.
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What does a coaching engagement cost to the organization?
We can work on an hourly basis, or charge by the engagement. Usually, organizations prefer the flat fee for the job. Of course, if the coach believes, after the assessment and debriefing, that the candidate is not motivated to complete the engagement, the coach will stop the project at that
point.
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How can you assist with the selection of a key performer for our organization?
We have a detailed and reliable methodology for such work. We
find that often when organizations are attempting to select the
best candidate for a key position, they have used a variety of
techniques to get to the final candidates, and then
"the going gets tough" in terms of the final
selection. We do a job analysis to understand the critical
success factors for the position, interview and assess the
candidates using several reliable tools, and develop a report
with our recommendations for the
most appropriate candidate for the position. Our
methodology is spelled out in detail in the thought piece titled
Hiring by Design, Not Chemistry,
authored by Mark Brenner, CEO, The Global Consulting
Partnership. See it here on the
website.
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