MGP Coaching Practice

At MGP we believe that a company’s success depends on its ability to develop the skills and knowledge of its leaders into an orchestrated synthesis of behaviors and actions that drive the business strategy. They are many tools that organizations tools use to facilitate this effort.  Comp programs, performance appraisals, executive education and 360 Feedback can all play an important part in talent development. There are many situations, however, where no other tool can have the impact of individual coaching. At MGP we believe that coaching is the best tool to stimulate learning interactivity. With a skilled coach, the process is both effective and efficient in that it can provide direct focus on the real issues that will help the performance of the individual and the organization. In addition, the process can be adapted to a wide range of leaders and problem situations. As a dynamic process and can respond quickly to new management challenges that emerge with opportunities to learn with the context or the organization.

MGP Coaching Key focuses:

MGP coaching typically focuses on one of four major areas: General Leadership Development, Transition Management, Targeted areas of Development, and Team Coaching.

Key Elements of the MGP Coaching Process

• The coaching engagement is assessment-based and aligned with organizational priorities and the boss’ expectations.
• Ground rules (e.g. confidentiality) are established early on.
• It typically involves feedback from key stakeholders (boss, peers, and direct reports). 
• Behaviors to be address are focused (no more than three) and clearly defined.
• Monthly or biweekly coaching sessions are established to review progress and anticipate future opportunities to practice “new” behaviors.
• The coaching process incorporates an ongoing “pulse checks” with key stakeholders, to evaluate progress. 
• The process continues only if progress is being made.