- In continuation from the last session the Prioritization Plan gets enriched and the coachee after recording from each of the sources, the feedback relevant to her, in the respective source related formats in the ICT tab for this phase. She then consolidate them same and prioritize them as mentioned in the ICT manual.
- The later part the second session can be spent to do Visioning. Where the coachee feed forwards to see what can get her more happiness. The vision tool is central to this model and provides strong action orientation in shaping the future keeping strong anchors in past successes. The process starts with remembering the past ‘aha’ experiences and visioning such experiences in the future in 4 dominant areas of influence of her. The areas are two from work front and two are from life beyond work. This gives a holistic view for the future and helps the coachee to create a better work life balance.
- The completion of this phase may require better part of the third session also. At the end of this phase coachee has a list of things she needs to achieve.
New Ways Phase:
This is the phase where the coachee actually plans for charting ways to achieve the goals arrived at earlier. Coachee starts by working toward aligning the change areas arrived at from input from multiple sources including the inputs from others with the vision goals. Ideally the changes to be implemented accepted by her should make the vision goals easier to achieve. Misalignments in vision and change ideas need to be taken care of at this time. The tool used for charting the change is PDP or Personal Development Plan, coachee is the sole author and owner of the plan and coach is there only to provide assistance.
- Coachee works during the session and afterwards in drawing out a plan which she can pursue, put reasonable target dates as per her need after breaking each goal in to a set of atomic actions and completes the PDP.
- The rigor and authenticity of the PDP many a time determines the actual change / improvement experienced by the caochee. Ideally this should be over by the third session between coach and the coachee.
Do Phase:
Most of the Do phase happens outside the coaching sessions. During this phase coaching sessions are used to investigate what is working and what is not working and establish a strong follow up mechanism. The coach acting as a mirror helps the coachee do further adjustments to PDP. Coachee also records the progress offline which is one of the most important inputs to decide what is not working. Again coachee is only person who has the prerogative to make such decisions. Ideally session 4 and 5 are spent in this kind of follow up activity and as a result longer gap would be of help.