Our Models, Tools, Process - Nos modèles, outils, Processus
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There are many coaching models in the market place right now.  All models lead to long term change that is self sustaining and self generating. Our group of coaches offer an ecletic wealth of approaches which support maximum customization and impact and draw principally from a variety of models.
OUR MODELS / TOOLS / PROCESS

We use the term coaching to refer to three tiers or levels of interventions with clients. 

Tier one interventions have to do with helping the client make changes in behavior, skills and basic competencies.  Client topics that fit into Tier One coaching include: 

  • how to make more inspiring presentations,
  • how to manage your time so you can network or monitor global trends. 

The 3 coaching models that jmpconsultants’ coaches use when the clients issues fall into tier one coaching are the GROW model, Solution Focused Coaching and l’Approche évolutive.

Coaches move to Tier Two coaching when the client topic is more complex and change will involve shifts not only in what the client does but also in how he or she thinks.  Tier Two coaching includes challenging limiting beliefs, paradigms, attitudes, sense of self and purpose. Client topics that fit into Tier Two coaching would be:

  • how to move from being a scientist to being a manager when the client feels that this is a betrayal of his profession;
  • how to delegate when the clients sense of value is linked to how much he or she does;
  • how to be more authentic;
  • how to build trust in professional relationships;
  • how to influence upward or even push-back;
  • how to increase influence with staff.

The models jmpconsultants’ coaches will be drawing from when coaching at Tier Two are Transformational Coaching (which includes Integral coaching), Psychosynthesis, Self-Actualization, and Power Coaching.

The model jmpconsultants’ coaches will be drawing from when coaching at Tier Three is the Appreciative Coaching Model. This level of coaching is addressed when a community of workers envisage a collective change.  Conducting group coaching sessions and OD sessions follow-up with individual coaching to create culture change within the work environment.  A baseline study may be needed at the beginning to then be able to register progress.  Appreciative Inquiry as OD model is linked with the Appreciative Coaching Model. 


Our Tools/Instruments

Some of the tools we have certification in or are qualified to use:
  • MBTI
  • Enneagram
  • EQI
  • 360 by Design ( which has been adapted to reflect the PS leadership competencies)
  • 6 Thinking Hats
  • Leadership Effectiveness Analysis
  • Team Climate Survey
  • Profil A.E.C (test psychométric bilingue sur les types psychologiques et les motivations)
  • The 100% responsibility formula (E+R=O)
  • The Quantum Leap Goal
  • The Inversed Paranoia
  • The four needs of self-esteem
  • The Gratitude Focus
  • The Dis-identification
  • The Core Genius
  • The creation of the day
  • The Brainwalk (to let right-brain options emerge)
  • Kolb Learning Style InventoryValues Cards
  • The Retirement Success Profile
  • The Life Options Profile

Coaching Process

I. Initial Meeting
  • Build a relationship for coaching
  • Gain understanding of the need for coaching
  • Answer questions and concerns

II. Gathering Additional Information
  • Interviews and/or Observation
  • Assessment Instruments (i.e. Multi-level Feedback)
  • Performance Reviews

III. Agreement on Coaching Program
  • Draft proposal and overview program
  • Review by client
  • Mutual agreement on program purpose and outcomes
  • Agreement on structure of the coaching (i.e. # of Mtgs, Calls, Duration)

IV. Detailed Initial Coaching Plan
  • Readings
  • Self-observations
  • Practices

V. First Coaching Session
  • Presentation of Initial Coaching Plan to client
  • Continue to build relationship for coaching
  • Answer questions and concerns

VI. Between Coaching Sessions
  • Client works on coaching assignments (i.e. readings, self-obs. and practices)
  • Updates to coach (phone or e-mail)

VII. Other Coaching Sessions
  • Exploring the learnings with the client
  • Providing new distinctions and insights for the client
  • Refining current self-observations and/or practices
  • Providing new reading, self-observations and/or practices
  • Addressing breakdowns the client may have experienced since the last session

VIII. End of the Coaching Program
  • Assessment by coach and client that purpose and outcomes are met
  • Strategy to ensure that the achievements are well established
  • Plan to foresee if applicable futher objectives or follow-up sessions

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