Leadership Coaching

Coaching is a unique form of leadership development that is individualized, ongoing and actively supports the translation of newly gained knowledge into practice. Coaching focuses on helping leaders go from where they are, to where they want themselves, their teams and the organization to be.

How is Coaching Different From Training or Consulting?


Coaching develops leaders in “real time” within the context of their current roles. Through one-on-one conversations, the process enables the client to self-discover, learn and determine their own “answers” to challenges and dilemmas. It is the leader, or client who determines the goals while allowing the coach to help unlock barriers and hold them accountable. Consulting and training use research and the direct application of knowledge and expertise to solve problems and improve results. Coaching is more personalized and involves working with individuals and teams to discover their own solutions, which are often more sustainable.

What is a Typical Coaching Process?


At KLS Consulting, each coaching engagement is uniquely tailored to the client’s needs. Most include the following steps:

  1. Intake: Our coaching begins with a thorough intake to understand the individual as a unique person. Work and educational history, styles, values, strengths, accomplishments, short-term and long-term goals, are reviewed and discussed to provide a highly customized approach to coaching.

  2. Assessment: Interviews with managers, direct reports, and peers are a common (yet optional) part of the coaching process to help deepen understanding of strengths and development priorities. This may include leveraging tools such as StrengthsFinder, DiSC or 360 feedback instruments.

  3. Goal Setting & Coaching Meetings: Coaching goals and success measures are designed upfront and are reviewed regularly to ensure progress to plan. At the same time, the process is flexible, allowing the client to set the direction and focus in each session. Overall goals are reviewed and measured throughout the process. Success is defined by the client and key stakeholders. Periodic alignment meetings help keep stakeholders (i.e. leader’s manager, HR if appropriate) involved and in support of the process.