The following coaching session is a real live recording of myself, the founder of the program modeling the coaching with one of our program participants. Nothing here is contrived, it is a live virtual session. The transcript of the session if provided in MSWord if you would like to follow along with the recording and a 2-Column exercise which is described through the link to same and the actual 2-column exercise I did as a coach ON the session afterwards is also provided. I refer to the client’s Change State Indicator in the debrief and it is provided as an example of what I referred to in the After Action Review.

This demonstration is the best way I can show you how what we do is both powerful and distinctive from performance-based consultative coaching systems.

School of Developmental Coaching

Every company says people are the most important asset. However, the leaders in these top companies have a sincere belief that talent really matters and it shows up in how they spend their time. We’ve all heard stories about Jack Welch spending 50 per cent of his time on people and we found that kind of behavior time and again in the top companies.

Bob Nardelli of Home Depot spends 40 to 50 per cent of his time on people; so does A.G. Lafley at Procter and Gamble; so does Reuben Mark at Colgate-Palmolive.

A.G. Lafley coaches emerging leaders–even if they don’t report directly to him. He carves out time, one-on-one, so he can understand where they’re going and instill his values. Another senior executive at P&G, Melanie Healey, has half-hour coaching sessions—so many per day that her schedule looks like a doctor’s appointment book. Rod Adkins at IBM mentors 40 people outside of his chain of command. He meets with these people for at least a half hour every quarter.

So it’s not just talk that “people matter.” These leaders sincerely believe that if they develop great people, their business will perform.

Bob Gandossy

The graphic below outlines the milestones in the undergraduate program in developmental coaching.

While certificates are labeled as leadership, the entire system is designed around coaching in personal, professional, business and network domains of effect. Coaching Certification is available utilizing this system.

The following systems are provided as a core program over the course of four years and are staged in complexity, although some are offered in parallel for fast track participants:

• COACH2: The Developmental Coaching Model
• CoachCertified™ System
• Strategy Focused Developmental Coaching System
• Master Leadership Coaching System
• Performance Leadership Coaching System
• Developmental Coach Forum
• Spiral Coaching System
• Dynamic Engagement
• Leadership Engagement

Brief Programs Overview

COACH2 The Bottom Line: Listen to an overview of COACH2
COACH2 is a 26 week program designed around 25 individual teaching modules and a 1 module video coaching exercise for business coaches. It includes the 26 modules located here.  It meets for 2 hours a week and an optional 2 hours for practice with other participants for deeper learning. A retreat experience is required for graduation.

CoachCertified™ System:
This program is a 26 week long experiential program weaving in training, development, mentoring, coaching and facilitation. An overview of the training program is located here. Each person completes the training program and then goes on to experience the program personally with their own CCS Coach.

Strategy Focused Developmental Coaching System:
This program may be taken at any time and is required in order to continue the 4-year coaching program at Leadu. It consists of 26 modules, 12 of which encompass our ISIS Mapping System and 12 of which prepare you to scope, propose, establish and operate a SFDCS system with one person or 1000 people. During the program, you’ll emerge with your own Strategic Map called an ISIS Prime and your own developmental iMAP, which is created during a 21-Day Intention Program led by our Performance Leadership Long-Program participants.

This program is a part of the long version of Performance Leadership and accompanies the Performance Leadership Coaching System. We recommend you take it before you engage your Performance Coaching Apprenticeship in our SFDCS Corporate Coaching System.

21 Day Intention Program:
This program meets for 20 minutes every business day beginning with the 1st business day of each month, except December and August. You are guided through the mapping of your own particular developmental issue, much as you would support a client in doing as part of a developmental coaching engagement. Classes start each month and run for 21 business days. During that time you are introduced to our online mapping system and eCoaching System which guides you through the process.

Master Leadership Coaching System:
This program is open to graduates of COACH2 who have entered Leadership University. It is a program based on the accumulation of points over a period of 1 year. Points are earned through attending classes, working as a coach, person being coached and observer in demostrations, leading breakout sessions as a facilitator and leading COACH2 classes. A retreat is required to graduate form this program. Participants work directly with the founder of B\Coach and Leadership University, Mike R Jay, a Master Business Coach with more than 10,000 coaching hours.

Performance Leadership Coaching System:
PLCS is distinguished in two ways, the short program, which is included in our current business coach training system and the long program which is available to graduates of the Master Leadership Coaching System.

The short program consists a 13 week program of 1 hour class meetings over the phone with a needs analysis, a developmental map and the completion of 10 modules in our Management & Leadership Training System. The modules available in this system as well as an overivew of the system are located here.. The required retreat experience can be combined with COACH2 or MLCS.

The long program consists of the application of the SFDCS: Strategy Focused Developmental Coaching System with 5 clients for 26 weeks each. Each participant will teach the SFDCS program, as well as participate and lead a 21-Day Intention Program which utilizes our ISIS Mapping System. Graduation from MLCS is required prior to acceptance. It does include a mandatory retreat experience beyond either the COACH2 or MLCS required retreat experiences.

Developmental Coach Forum – Offered in Even Years:
This forum is open to anyone in Leadership University. A year long study of developmental theory is led by Mike R Jay, Master Business Coach. No classes in July, August or December. Developmental lectures, discussions and coaching are demonstrated using these theories in practice. Kegan, Commons, Torbet, Wilber, NLP, Jaques, Beck, Spiral Dynamics, Graves, Argyris and many others are studied and discussed in this lively forum that meets for 1 hour each week. No retreat is required and the no prerequisites are necessary for this program. However, the program must be completed in order to graduate from the 4-Year Coaching Program at Leadership University.

Spiral Coaching:
In this 13 week program participants apply the concept of developmental theory and spiral dynamics to coaching using the ‘e5’ method in practice. Spiral Coaching uses theories from Spiral Dynamics®, a book written by Don Beck and Chris Cowan who developed the theory from Dr. Clare W, Graves Research. Spiral coaching is used in conjunction with the ‘e5’ method of differentiating and dimensionalizing key COACH2 abilities: listening, observing, discerning, modeling and delivery.

Dynamic Engagement:
Dynamic Engagement is a further study of individual and collective development utilizing non-linear systems theory as it is applied to problem solving in complex environments. 10 paradigms are covered and an overview can be read here. This program is taught over a 13 week period.

We reserve the right to modify course offerings and the path of completion as needed to create a more efficient or effective system of learning.

He who does not himself do good, cannot depend on his father’s works and merits.
– Midrash Tehillim

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