All of TLD Group’s Executive Assessment + Coaching Programs follow the general framework below:
Assessment. Interviews with the executive, their manager, and identified stakeholders are conducted to assess perceived strengths and developmental opportunities. Psychometric assessment(s) are also conducted to reveal values, traits and personality factors that contribute to self-awareness.
Feedback. The results of the interviews and psychometric assessments form the basis of the formal assessment feedback delivered to the executive in preparation for finalizing the coaching program goals.
Action Planning. The coach and executive will co-create their development action plan specifying the coaching objectives and indicators of success which are vetted with key stakeholders.
Coaching. The executive and their coach meet regularly over the course of the assignment where learnings are translated into action in practical applications. A midpoint and endpoint triad meeting will be facilitated by the coach with the executive, their manager and HRBP to discuss progress against goals
Measure of Success. We proactively obtain feedback to assess progress against the original coaching goals throughout the course of the engagement and beyond. Course corrections are applied, as needed.
Sustaining Progress and Continual Growth. While the formal coaching program has a defined endpoint, we work with our clients and their stakeholders to co-create a sustainability strategy for continued learning and future success.
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