Canadian Management Centre

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At Canadian Management Centre we believe in providing not the standard coaching service so many people claim to do. We have been informally providing coaching to our customers for many years. And, we felt it was important to educate our customers on the benefits of our coaching so you can make more informed professional development decisions.

We have applied the same pursuit of providing training with impact as we have our Coaching. We modestly describe our Coaching Model below. However, to really understand our Approach to Coaching Engagements we reserve much of our Approach until further conversations with you to specifically understand your professional coaching needs or those of your organization's.

1. Engagement - ensuring individual "fit" and defining the terms of engagement
We are highly sensitive to the needs of the individual and organization. To this end, our experience and research shows we need to ensure the "coachee" has the potential of personal improvement and does not require counseling but actual coaching. Also, our focus is on results and we need to fully understand client company mission and values. Access to the employee's past performance documents are helpful at this time (optional).

2. Assessment - determine key development opportunities
Canadian Management Centre's expert coaches will assist the individual to define for themselves 2 to a maximum of 4 behaviour enhancements that are consistent with the engagement principles. This allows for continuity and persistence for both the coach and coachee during the lifespan of the engagement.

3. Setting Goals - the client defines the goals to be achieved
Goals and agreement on how to measure progress against them are vital. Our coaches will manage expectations and ensure attainable goals are established and set to a timeline.

4. Coaching - repeated, personal sessions
The extent of the coaching, the number of sessions and the options for communicating (e.g. by telephone, web-based etc.) is dependent on client preference and budget. The typical preference tends to be one-hour telephone sessions but this is not a rigid restriction.

5. Result/Measurement - a collaborative decision making opportunity
Each coaching scenario can result in a different outcome. We work with you to determine during the assessment whether the Goals will be shared with the coachee's supervisor or documented at all. Either way the coachee will benefit from knowing the results of their efforts and can turn them into a positive for the organization.

Our Coaching Model is a process that ensures the client and coach are appropriately aligned to achieve the outcome required in the coaching agreement. The process is also flexible enough to allow for individual needs being met depending on the client and the coach.

One of the advantages of the Canadian Management Centre Coaching Model is a dedication to advance learning about the issues and the individual. Without the upfront work you can enter into a personal relationship of exploratory growth and never know the foundation or the end result.

Key elements of our approach are:

• Focus on immediate issues and timely guidance to maximize relevance of the coaching activity and learning
• Seek to understand what drives the manager to want to be better at what they do
• To only work with coaches who have passed through our criteria and screening process and agree to abide by our Code of Ethics
• Learning is iterative. A given situation or issue must be explored, then conclusions on what to do about it must be drawn and implemented. The implementation action alters the issue a little or a lot and the new profile must be explored, and so on in an iterative cycle.
• Coaches must establish rapport with the coachee by linking with them on some relevant basis
• Adults like to discover their own answers and then be given support or having the coach build on the self-derived answer. Thus, coaching is all about intelligent and empathetic questioning as opposed to classroom or even one-on-one didactics.
• Demonstrating feedback in the coaching sessions and then assisting the manger to give feedback is critical to successful coaching.
• Measuring Progress - monitoring client activity and progress toward the goal

For more information on Coaching benefits, the Principles of Coaching, and our Coaching Philosphy please see our About Coaching page.

To contact us for a discussion of your Coaching needs please email us at cmcinfo@cmctraining.org