After the initial assessment, the participant and I meet to clarify the issues and set goals, both individual and organizational. We consider who else might be involved in the coaching and the sources of information we might use. We establish what the participant will do to prepare for the coaching and what I will do and identify how we will measure progress and what success will look like.

We discuss work that might occur between sessions, and how and when it makes sense to conduct progress checks. We agree on the boundaries of confidentiality. We talk about when it might be appropriate to end the coaching and how we would end it.

We then schedule a regular time for the coaching sessions. Sessions take place three or four times per month. As the coaching progresses, the length and frequency of sessions may change. Coaching is ideally done in person but some or many sessions can be conducted over the phone or via Skype or Zoom. I am available by phone or email between scheduled sessions for particularly challenging situations.

Coaching engagements vary in length from three months to several years. The typical duration is two to three years. I require a minimum three-month commitment. The length of the engagement and the frequency of meetings may be modified at any time, by me or the client.

The engagement is over when the development goals are achieved, or when we decide that it should stop.

Conversations are confidential unless other arrangements are made. In that case, the other party is identified, and the scope and nature of communications is defined.

Generally, if the firm is the client, responsible for paying for the services, I give the participant's superior periodic status updates (dates, quality of participation, milestones) and will share nothing else without the participant’s authorization in writing.