Feedback Coaching: A standard part of our Assessment Center technology, feedback coaching is valuable for helping clients assimilate the complex behavioral data they receive from the center and transition this information back to their organization and its internal development systems. While this is normally a one-time culminating event, Assessment Center clients are always encouraged to contact their feedback coaches as needed, but there is no formal structure for continued support.

Performance Coaching: Some clients choose to enhance our Assessment Centers with a more structured follow-on coaching service. The objective of this is to ensure that the results of the Assessment Center are applied quickly and that organizational outcomes are accelerated. In this case, the normal Assessment Center feedback meeting is not the end of the process but the beginning of a new one. Specifically, an executive coach will meet with the client on a regular basis, usually by phone, to customize and help execute targeted learning assignments for a specified period. They develop a unique alliance (see “What is Executive Coaching?” below) with the client that lasts for at least three months.

Executive Coaching: Senior leaders who wisely wish to continue their development beyond (or without) the Assessment Center technology may elect executive coaching as the best option. The process is similar to the performance coaching outlined above but without the Assessment Center results as a basis. Instead, behavioral data for this option is collected using a combination of 360-degree surveys and strategic interviews with the client’s associates. As above, executive coaches will meet with the client on a regular basis (either in person or by phone), acting as a confidential sounding board and learning partner who is focused on their unique developmental needs, goals, and agenda.

• Simulation or assessment/development center data
• 360-degree-survey data
• Performance review data
• Strategic interviews

• Critical thinking tests