• Definition and Philosophy, Who we coach, and Process
• Executive and Professional Development
• Career
• Life
• Coaching Training Programs

“Coaching concentrates on where clients are today and what they are willing to do to get where they want to be tomorrow.” - 1999, International Coach Federation.

Coaching is an ongoing partnership that helps clients produce fulfilling results in their personal and professional lives. Through the process of coaching, clients deepen their learning, improve their performance, and enhance their quality of life.
 
In each meeting, the client chooses the focus of the conversation, while the coach listens and contributes observations and questions. This interaction creates clarity and moves the client into action. Coaching accelerates the client’s progress by providing greater focus and awareness of choice.

We view coaching as the vehicle to help individuals capitalize on their strengths, meet their fullest potential, achieve desired results, and enjoy a more fulfilling life.  Through our unique coaching programs, client and coach determine vision, objectives, and goals; participate in relevant assessments, create development plans, and receive ongoing tools, support and accountability to ensure success.

Who We Coach:

• Newly promoted managers, directors and Vice Presidents to assure success in their new roles
• Successful executives who want to take their leadership to the next level or want to develop a stronger executive presence
• High potential employees.  We create career development plans to help these employees map their long-terms careers and advance to the next level
• Individuals with strong technical competencies who need to develop stronger communication and interpersonal skills 
• Individuals who are focusing on career management and desiring to live a more fulfilling and effective life

Coaching Process:

The RAE Development coaching model consists of four key steps including Discovery, Action Planning, Coaching for Growth and Positive Change, and Measurement and Monitoring

Step 1:  Discovery: 
Outcome:  Self-awareness and creating coaching alliance

• Client completes a discovery questionnaire to help the coach get to know him/her and to begin a valuable reflection process
• For Professional Coaching - Kick off meeting with Coachee and his/her manager to discuss possible coaching goals and to clarify confidentiality issues
• 2-hour session to set the foundation for the coaching relationship.  The discovery session includes values clarification, work/life Balance activity, coaching alliance design
• Next session may include r elevant assessments such as Thomas Kilmann (conflict styles), Myers-Briggs Type Indicator (communication styles assessment), Career Design Guide and/or Strength Deployments Inventory (communication styles assessment)
• The client may participate in 360 ˚ Feedback (Interview or Automated Survey)

Step 2:  Action Planning:
Outcome:  Determine and create 1-3 specific coaching goals including desired specific outcomes , and evidence of success - observable behavior changes that will occur within a specified time frame

• 2-hour session to create a detailed action plan based on the outcomes of the Prioritization step. This plan serves as the guide for the coaching agenda and includes measurable goals and milestones to support the client’s goals
• Meeting with client’s manager to get alignment on goals and necessary support (this does not pertain to individual career and life coaching clients). 
• Complete development plan consisting of specific, measurable, attainable, realistic, and time-bound goals

Step 3:  Ongoing Coaching for Growth and Positive Change: 
Outcome:   Achievement of coaching goals and modifying goals as needed

• Coaching sessions are usually scheduled weekly as three 40 minute sessions per month  or four 1 hour sessions per month (totaling 2 or 4 hours per month). The focus of the sessions include giving and receiving continuous feedback, tracking goal progress, modifying goals, and experimentation with new skills, tools, and behaviors
• Coaching sessions are facilitated either by phone or face-to-face.  Each coaching session usually concludes with action items such as assignments or inquiries in order to deepen the client’s learning.  Experimentation with new skills, tools, and behaviors

Step 4:  Monitoring and Measuring
Outcome:  Progress and improvements tracked at 30, 60, 90 day intervals; 6 months; and up to 1 year

• Relevant assessments and interviews may be repeated to track progress
• Modification of action plan at 30,60,90 day intervals if necessary

Executive and Professional Development

We partner with successful managers, directors, vice presidents, and CEOs to produce performance results.  Through coaching, individuals deepen their learning, improve performance, and enhance overall effectiveness and satisfaction.  Coaching creates clarity and moves the client into action. Coaching accelerates the client’s progress by providing greater focus and choice awareness.
 
Why Executive and Management Development Coaching Works
 
The International Coaching Federation reports that Coaching works for several reasons:

• Synergy between the coach and client creates momentum
• Better goals are set -- ones that naturally pull the client toward the goal because they are truly moving the client towards the life they want versus the life others tell them they “should live”
• The client develops new skills, and these skills translate into more success

Specific focus areas include:

• Gain clear feedback from others in the organization
• Improve communication effectiveness such as verbal and listening ability.  Clients learn how to adjust communicate style and approach with different people at varying levels
• Effective delegation while gaining commitment and involvement from direct reports and peers
• Work life balance
• Set clear and realistic expectations
• Become an effective internal coach
• Facilitate performance reviews
• Deal with difficult employees
• Improve the quality of important relationships at work
• Stress Management
• Time Management

Return on Investment
 
Executive coaching delivers an average return on investment of 5.7 times the initial investment in a typical coaching assignment – more than $100,000.  – January 4, 2001, Manchester, Inc. survey of 100 executives from Fortune 1000 companies

Career Coaching

Research shows that career development is among the top drivers for employee retention and satisfaction.   Our career coaching includes assisting managers in coaching their employees to develop their careers, helping managers strategize their personal career development, and working with individuals to help them assess, manage, and take charge of their career development.

The RAE Development career coaching model consists of four key steps including Discovery, Action Planning, Coaching for Growth and Positive Change, and Measurement and Monitoring

Step 1:  Discovery: 
Outcome:  Self-awareness and creating coaching alliance

As we are all the same person whether we are at home or work, Karu Consulting utilizes an “inside out” approach to coaching. 

• Client completes a discovery questionnaire to help the coach get to know him/her and to begin a valuable reflection process.  
• 2-hour Discovery session to set the foundation for the coaching relationship.  The session includes values clarification, work/life Balance activity, coaching alliance design
• Awareness is the first keys to narrowing blind spots and promoting change.  For this reason, we help our clients tap into and test their own perspectives, beliefs, and assumptions about themselves and their situation.  The next session may include some of the following assessments:  Myers Briggs Type Indicator , Strength Deployment Inventory, Thomas Kilman, Career Design Guide, and 360 Degree Feedback (Interview or Automated Survey).  

Step 2:  Action Planning:
Outcome:  Determine and create 1-3 specific coaching goals including desired specific outcomes , and evidence of success - observable behavior changes that will occur within a specified time frame

• Coaching goals include:
  • Determining which type of roles the client is interested in pursuing
  • Creating a marketing plan including defining personal brand, creating a positioning statement, defining relevant competencies, creating success stories, targeting relevant companies and individuals, defining important environmental factors such as length of commute, geographic location, hours, salary, benefits, working conditions, organizational culture, etc.
  • Creating / revising resume
  • Planning for informational interviews
  • Creating networking strategy
  • Preparing for job interviews

Step 3:  Ongoing Coaching for Growth and Positive Change: 
Outcome:   Achievement of coaching goals

• Coaching sessions are usually scheduled weekly as three 40 minute sessions per month  or four 1 hour sessions per month (totaling 2 or 4 hours per month). The focus of the sessions include giving and receiving continuous feedback, tracking goal progress, modifying goals, and experimentation with new skills, tools, and behaviors
• Coaching sessions are facilitated either by phone or face-to-face.  Each coaching session usually concludes with action items such as assignments or inquiries in order to deepen the client’s learning.  Experimentation with new skills, tools, and behaviors

Step 4:  Monitoring and Measuring: 
Outcome:  Progress and improvements tracked at 30, 60, 90 day intervals; 6 months; and up to 1 year

• Relevant assessments and interviews may be repeated to track progress
• Modification of action plan at 30,60,90 day intervals if necessary

Life Coaching

Life Coaching Philosophy

RAE Development’s philosophy to life coaching is that you the client are resourceful, creative and whole.  You know what is best for you when you are able to tap into your inner wisdom, which sometimes eludes us with the distractions of daily life.  Coaching creates a safe, relaxed place to tap into your intuition.

The Coach is not an expert and is not going to try to fix you or tell you how to live your life.  You are the expert on your life.  The Coach’s objective is to help you attain your goals and dreams and to keep you accountable to yourself.

How Life Coaching Works

The RAE Development coaching model consists of four key steps including Discovery, Action Planning, Coaching for Growth and Positive Change, and Measurement and Monitoring

Step 1:  Discovery: 
Outcome:  Self-awareness and creating coaching alliance

As we are all the same person whether we are at home or work, RAE Development utilizes an “inside out” approach to coaching. 

• Client completes a discovery questionnaire to help the coach get to know him/her and to begin a valuable reflection process.  
• 2-hour Discovery session to set the foundation for the coaching relationship.  The session includes values clarification, work/life Balance activity, coaching alliance design
• Awareness is the first keys to narrowing blind spots and promoting change.  For this reason, we help our clients tap into and test their own perspectives, beliefs, and assumptions about themselves and their situation.  The next session may include some of the following assessments:  Myers Briggs Type Indicator , Strength Deployment Inventory, Thomas Kilman, Career Design Guide, and 360 Degree Feedback (Interview or Automated Survey).  
  

Step 2:  Action Planning:
Outcome:  Determine and create 1-3 specific coaching goals including desired specific outcomes , and evidence of success - observable behavior changes that will occur within a specified time frame

• Once the client identifies values, passions and coaching goals, we evaluate the client’s life choices to determine if they align with what’s most important to the client
• Coaching goals are created that incorporate the client’s focus areas and priorities, such as relationship with self, family, career, health, environment and success.  Emphasis is placed on what the client is doing as well as who the client is being.

Step 3:  Ongoing Coaching for Growth and Positive Change: 
Outcome:   Achievement of coaching goals

• Coaching sessions are usually scheduled weekly as three 40 minute sessions per month  or four 1 hour sessions per month (totaling 2 or 4 hours per month).    The focus of the sessions include giving and receiving continuous feedback, tracking goal progress, modifying goals, and experimentation with new skills, tools, and behaviors
• Coaching sessions are facilitated either by phone or face-to-face.  Each coaching session usually concludes with action items such as assignments or inquiries in order to deepen the client’s learning.  Experimentation with new skills, tools, and behaviors

Step 4:  Monitoring and Measuring: 
Outcome:  Progress and improvements tracked at 30, 60, 90 day intervals; 6 months; and up to 1 year

• Relevant assessments and interviews may be repeated to track progress
• Modification of action plan at 30,60,90 day intervals if necessary

Objectives and Benefits of Personal Coaching
Benefits include:
Be more centered, aligned and peaceful. Feel a sense of ease in all that you do. Think more clearly and be more effective in what you do.  

• Be centered and grounded
• Think clearly and making informed decisions
• Increase productivity while staying aligned with the client’s values
• Experience greater balance in all areas of life
• Overcome “stopping points”, obstacles & resistances
• Reduce stress
• Learn ways to self nurture
• Establish clear boundaries in relationships
• Experience improved relationships at home and work
• Communicate with greater clarity and ease
• Learn how to make requests
• Trust your intuition
• Learn to say “no” and not to take on too much

Why Life Coaching Works
The International Coaching Federation reports that Coaching works for several reasons:

• Synergy between the coach and client creates momentum.
• Better goals are set -- ones that naturally pull the client toward the goal because they are truly moving the client towards the life they want versus the life others tell them they “should live.”
• The client develops new skills, which translate into more success.

Coaching Training Programs

RAE Development provides training for internal managers so they can become effective coaches to their direct reports.  We offer a variety of programs including:

• Coaching for Success:  Master key coaching competencies to effectively coach employees
• Coaching for Improvement:  Encourage employees to take responsibility for their performance, create and execute an improvement plan and track their progress to help employees succeed
• Managing Performance Problems: Learn how to coach employees to improve poor performance and poor work habits

Coaching Implementation
We partner with our clients to implement successful coaching programs in their organization

Phase 1: Establish Objectives and Create Strategy

• Determine what is driving the need for coaching and identify what success will look like
• Share any available internal and external data to show evidence for Return on Investment
• Get Buy-In
• Determine Key Stakeholders (e.g. Vice Presidents, Human Resources..)
• Create strategy to enlist key stakeholders in vision
• Align coaching with your organization’s mission and values 

Phase 2:
Identify champions to market and create a buzz

Phase 3:
Conduct Pilot coaching program that will help visibility and ensure long-term success

Phase 4:
Measure Success against metrics

Phase 5:
Roll out program

Phase 6:
Evaluate in 6 months to one year and Measure Success against metrics

 Coaching Flyer PDF (click here for a downloadable file)