David 被選中接受領導力教練，心裏很不是滋味。

 

　　「我一向很努力工作，表現也算出色。升職加薪是理所當然的。爲甚麼要找人教練我？真是的！」

 

　　但是上司的安排又不能不服從，於是David只好赴約。到了會議室，他發現上司殷總與另一位先生已經先到了。經過介紹後，David知道他就是範教練。

 

　　殷總說：「David，你知道你是這次少數被遴選出來獲得重點栽培的高級經理。你的表現一直都相當卓越。公司也很器重你，準備讓你肩負更大的任務，所以決定聘請外來的教練在未來的六個月內支持你的成長。」

 

　　「很感謝公司給我這樣的機會。」

 

　　「David，這次見面的目的是要在你的上司面前闡明我們的教練關係。你我的教練約談內容絕對是保密的。殷總不會問我，而我也不會說。由於這是領導力拓展計劃的一部分，我會與殷總在滿第三個月時，就你的領導力進行一次中期檢討，目的是檢查進度與成效。殷總會告訴我他在工作場所中所觀察到的你的行爲、態度與表現。而我會概括地說出我所注意到的你的變化，以及交流還有甚麼其它方面可以給你更大的支持。當然半年後也會有一次檢討。不知你是否同意？」

 

　　David想了想，同意了。

 

　　「公司這麽看重我，投資在我身上，希望瞭解進度也是可以理解的。」

 

　　「好。在我們決定甚麼時候進行第一次教練約談之前，你有甚麼需要更清晰瞭解的？」

 

　　「我有甚麼準備工作需要做？」

 

　　「問得好。這次會議之後，我會請你填一份《接受教練指數》的檔，以及請你設定未來半年內你對提升自己領導力的五個目標。每次約談前的24小時，電郵我一份《約談前準備表》，以及每次約談後填寫一份《約談後整合》。目的是讓我們能更聚焦你真正想要的重要範疇，確保我們約談的時間是充分有效地利用。」

 

　　「明白了。我們就下周二開始吧。」

 

　　David has been selected to receive leadership coaching and he does not feel great about it.

 

　　“I’ve worked hard and performed well.  I should be getting the promotion and raise.  Why should I be coached?”

 

　　But orders are orders, so David went to the meeting.  Upon arrival, he saw his boss Ethan with another gentleman Coach Michael.

 

　　“David, you know you are one of the few senior managers that have been handpicked for grooming.  You have performed well and the company has high hopes on you to play a more important role.  So they have decided to hire an executive coach to support your leadership development in the next six months.”, said Ethan.

 

　　“I appreciate and cherish this wonderful opportunity.”

 

　　“David, the purpose of this meeting is to spell out our coaching relationship in front of your superior.  All our coaching conversations are confidential.  Ethan won’t ask me, and I won’t tell.  As this is part of the leadership development programme, Ethan and I will have a mid-term review on the progress and effectiveness of your leadership at the end of the third month.  He will share with me his observation of your behaviour, attitude and performance at the workplace.  I will also report generally on what I have noticed about your changes.  We will then discuss on what other better ways to support you.  Of course we’ll have a final review after 6 months.  Would you agree to that?”

 

　　David pondered for a while and agreed.

 

　　“If the company is investing on me, it’s understandable that they would want to know the progress.”

 

　　“Good.  So before we decide when to start our first session, is there anything you want to have more clarity?”

 

　　“Yes.  What do I need to prepare?”

 

　　“Good question.  I’ll send you a Coachability Index to fill in, and ask you to set 5 specific goals on leadership that you wish to achieve in the next 6 months.  You’re required to send me a Pre-Coaching Preparation Questionnaire 24 hours before each session, and a Post-Coaching Integration after each session.  The aim is to focus on the important aspects that you really want to work on and to ensure the best use of our time together.”

 

　　“Got it!  Let’s start on next Tuesday then.”

 

 

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