Executive Development & Corporate Change

Proprietary Coaching Models

Based on extensive experience in leading large-scale coaching interventions in South Africa and abroad, The Coaching Company has developed the following proprietory coaching models:

1. The Triband Coaching Model©

The Coaching Company developed the Triband Coaching Model© specifically to ensure measurable results from an executive coaching relationship between coach and coachee.

This model delivers sustainable value by investigating both individual and team dynamics as well as the systemic field within which a client functions. On this basis, the model identifies three areas in which a coaching intervention should be effective in order to deliver long-term and sustainable results for a company:

The Triband Coaching Model© delivers sustainable results by investigating both individual and team processes and the various contexts within which clients habitually function.

The model identifies three areas in which a coaching intervention should be effective in order to deliver long-term and sustainable results for a company:

1. the business question facing an executive;

2. the client’s psychological and cognitive processes that inform behaviour; and

3. the systemic context within which the client works.

The model is a goal-driven process that supports the client towards the achievement of contracted deliverables.

The Triband Coaching Model� allows for the accurate calculation of company return on investment as the success or otherwise of the coaching intervention is measured against tangible, pre-determined results.

2. CMT7©

Based on international research and local best practice, The Coaching Company has developed a leading edge Coaching Management System (CMT7©) to ensure the achievement of ongoing and sustainable value for coaching clients. This technology provides a platform to manage the planning, execution and termination of a coaching process.

The following steps serve as a skeleton for CMT7:

Step 1: Determine client company needs and identify key deliverables for the coaching process (this is the assessment phase of the process)

Step 2: Develop and implement a strategy and policy for the implementation of executive coaching in the client company

Step 3: Document a learning agreement for each coachee, with clear and measurable outcomes to be achieved based on current business objectives

Step 4: Identify a Learning Custodian within the client company who will provide a link between the client company and The Coaching Company

Step 5: Ensure ongoing learning for the company through the management of feedback from the process

Step 6: Provide professional supervision to coaches active within the client company to ensure performance management of the process

Step 7: Manage a termination process that measures results and ensures continued learning and development within the client company

One-on-one executive coaching begins after the completion of Step 4 above.

The Coaching CompanyExecutive Development & Corporate Change