1. Build trust through an open dialogue with the client, e.g. human resources, coaching candidate and their manager. Our faculty explains how each coaching assignment will proceed and keeps the relevant parties involved and informed throughout the assignment.

2. Understand the culture of the organization by researching the characteristics, the core qualifications, code of ethics, skills and measurement criteria for success. We research the organization and ask for current (and in some cases historical) reviews to understand the strengths and challenges of the client.

3. Are experienced listeners and use open ended questions to better understand the client, set both short and long term goals. Provide encouragement and direction to keep candidate motivated, accountable and on track.

4. Take the time and care to explain how the coaching model/methodology works and the importance of confidentiality between the Faculty Member and the coaching candidate. Will carefully explain and strive to ensure that, prior to or at the initial meeting, the coaching client and sponsor(s) understand the nature of coaching, the nature and limits of confidentiality, financial arrangements, and any other terms of the coaching agreement or contract.

5. Create an individual plan that dovetails the key culture characteristics and values of the organization, performance management systems, models of leadership, the developmental goals that the manager has set and builds on the candidates strengths, identifies areas for improvement and plans for attitude and behavior change.

6. Have the ability to objectively advise clients without the influence of personal bias and preferences. And will not be judgmental about life styles, life stage choices made, culture, gender, race or any other difference.  

7. Understand the client’s early family system and how it may have influenced their attitudes and behavior in the workplace and home life.

8. Understand the work environment, the subculture of the department/division in order to advise on peer networking and cross divisional collaboration and cooperation.

9. Listens to the candidates concerns about change, reluctance to move out of their comfort zone and work through the natural impulse to be defensive about areas identified for improvement.

10. Will encourage the client or sponsor to make a change if the client or sponsor would be better served by another coach or by another resource. And will suggest the client seek the services of other professionals when deemed necessary or appropriate.

11. Will respect the client's right to terminate the coaching relationship at any point during the process, subject to the provisions of the agreement or contract. And will be alert to indications that the client is no longer benefiting from our coaching relationship.

12. Maintain a dialogue and feedback process so faculty learns from client.

13. Act as a valuable resource to the candidate and the HR  professional and manager to ensure the sustainability of progress made during the coaching assignment. Will suggest other reference materials, books, resources and ideas and assist with the candidate’s leadership development goals.

14. Will not give prospective clients or sponsors information or advice that is misleading or false.

15. Will maintain, store, and dispose of any records created during the coaching sessions in a manner that promotes confidentiality, security, and privacy, and complies with any applicable laws and agreements.