No two coaching assignments are ever the same but we have developed, over time, the following coaching process which has proven to be a successful foundation for coaching assignments.

The confidentiality of the coach’s relationship with their individual client is fundamental in all our work. Our sophisticated approach to the management of the boundaries between coach, client and client organisation maximises the benefits of the involvement of our clients’ organisations in the coaching work which they commission, without compromising individual client confidentiality.

The coaching process often proceeds in the following sequence:

  1. We develop our understanding of the needs of the executive being coached and his or her organisation. We establish up-front whether coaching is the right option and, if so, how coaching can add value to the individual and the organisation.
  2. We match the executive being coached to the coach and offer a ‘chemistry’ meeting to check the mutual fit. If this is successful the coaching can proceed.
  3. The coach agrees the coaching contract with the executive being coached – including coaching objectives, practical aspects of the work and how the organisation will be involved in the coaching. Ridler & Co’s comprehensive engagement letter is signed.
  4. There is typically a three way meeting between coach, executive being coached and organisational representative (usually the line manager of the executive being coached). In this way we emphasise early input and ongoing involvement in the coaching from the organisation.
  5. In the early stages of the coaching we offer the use of our proprietary Bespoke 360 methodology to provide feedback on the strengths and development needs of the executive being coached.
  6. Ongoing coaching, with regular review of progress against coaching objectives.
  7. A structured evaluation of progress against coaching objectives is carried out and Ridler & Co’s evaluation form is filled in by the executive being coached.