Adaptive coaching is a client-centered approach to performance improvement. This methodology has proven significantly effective in enhancing leadership performance primarily because it focuses on the way a person prefers to be coached. Using two diagnostics, The Coaching Style Preferences Assessment and the ADEA Behavioral Index, I assess and determine the most expedient approach in gaining the changes required for performance improvement. From that point I move the leader through the six phases of the Human Change Process culminating in the desired changes.

The Human Change Process

  1. Awareness – First the person I’m coaching must become aware of the need to change and specify the areas of focus for the change initiative. For this initial phase I use a diagnostic titled Johari Window. This tool helps uncover “blind spots” impeding my client’s effectiveness.
  2. Urgency – Nothing whatsoever changes just because someone recognizes that they need to change; the fact is people will not change unless they feel a compelling need to do so. In this phase I work with the client to generate motiving reasons to make the changes.
  3. Decision – The decision to change is both pivotal and fragile. Pivotal because it represents the point at which a person decides to change, fragile because that decision can evaporate in an instant. Here the job is to solidify the need to change.
  4. Problem-Solving – In problem-solving I have the client explore how they will change, what they will have to do differently, what barriers they might encounter and how they will get around those barriers, what skills they need to have and how they will develop those skills, and what the next steps are.
  5. Commitment and Action – My role at this point is to test the preceding steps. What I’m testing is the person’s will. Is he/she committed to make the specified changes? Does he/she have the will to follow through? The second important part of this step is taking action; after they start taking action they are no longer thinking about improving, they are improving.
  6. Reinforcement – It’s crucial that people undergoing change have the positive aspects of change reinforced by the people around them and the coach. Every small improvement should be reinforced to build momentum toward permanent change.

MY coaching practice has proven to be significantly effective in enhancing professional performance and optimizing the personal aspects of people’s lives as well. You can view all testimonials by visiting this page or check out my LinkedIn profile.