FAQs

General FAQs

  • Coaching is a collaborative process between the coach and the coachee aimed at facilitating personal and professional development, enhancing performance, and achieving specific goals. It involves a trained and accredited coach working with an individual or a group to identify obstacles, set objectives, and create actionable plans for success.

  • In coaching sessions, you can expect to engage in meaningful conversations with your coach. Together, you'll explore your goals, challenges, and opportunities for growth. Your coach will ask powerful questions to help you gain clarity, challenge limiting beliefs, and develop action plans to move forward.

  • Coaching is a powerful tool as it assists individuals in achieving results beyond what one thinks is possible.

    Unlike other practices, coaching is rooted in the belief that individuals are naturally creative, resourceful, and whole. The job of the coach is not to tell people what to do but through asking the right questions help individuals clarify and control their life and narratives.

    Coaching helps evaluate what they are doing now in the light of their goals, dreams, values and intentions. It explores new perspectives and provides different choices, leading to change.

    Coaching helps one go beyond the mental blocks of what they thought was possible, focusing on the skills and actions needed to successfully produce personally relevant and meaningful outcomes.

    Individuals choose the focus of conversation, while the coach listens and contributes observations, asks questions, sometimes even discuss concepts and principles which assist in generating possibilities and identifying actions.

    Through coaching one connects to their core values and find the clarity that is needed to support the most effective actions.

  • The duration of a coaching engagement varies depending on individual needs and goals. Some clients may benefit from short-term coaching to address specific challenges, while others may choose long-term coaching for ongoing support and development. Coaching sessions are typically scheduled weekly or bi-weekly.

  • Look for a coach who is certified by a reputable coaching organization, such as the International Coach Federation (ICF) or the EMCC - more popular in Europe. Accreditation ensures that the coach has undergone rigorous training and adheres to ethical standards.

  • Coaching can be beneficial for individuals seeking to make positive changes in their personal or professional lives, overcome obstacles, and achieve their goals. If you're motivated to grow, open to feedback, and committed to taking action to change and grow, coaching may be a valuable resource for you.

  • Yes, coaching sessions are confidential. Your coach is committed to maintaining confidentiality and will not share your personal information or session details with others without your consent, except in cases where disclosure is required by law or necessary to prevent harm.

    Even when the organization engages a coach for your growth and development, coaches are bound by the ethics of the coaching process and your coaching remains a confidential process and nothing you share will be shared by the coach to the organizational client.

  • The effectiveness of coaching can be measured by progress toward your goals, increased self-awareness, enhanced skills and capabilities, and improvements in overall satisfaction and well-being. Your coach may also use assessments or feedback tools to track progress and evaluate outcomes.

  • If you're not satisfied with your coaching experience, it's important to communicate openly with your coach. Share your concerns and discuss potential adjustments to the coaching approach or goals. If necessary, you may choose to end the coaching relationship and seek support from another coach. For this purpose, most coaches will offer FREE chemistry session or laser coaching session, for you to experience working with them, before starting an engagement.

  • Coaching fees vary depending on the coach's experience, credentials, and the length and frequency of sessions. Some coaches offer packages or discounts for multiple sessions. Investing in coaching is an investment in your personal and professional growth, and the benefits can be invaluable in achieving your goals.

  • Coaching typically focuses on the present and future, helping individuals clarify goals and develop strategies to achieve them. Therapy or counseling, on the other hand, often delves into past experiences and emotional healing. While coaching can touch on personal issues, its primary focus is on forward progress and goal attainment.

  • Training and teaching involve the transfer of skills and knowledge to the learner. The trainer or teacher is the expert.

    In coaching, the coach is not the expert, coach does not give answers, but asks questions for a client to connect deeply to what they already know and uncover what is unknown.

    Coaching explores the present and designs the future for the client, the client learns in the process, but the coach does not teach directly.

  • A mentor is a senior person in the business who guides a junior person from their greater experience. A coach does not have to be a senior person in the client’s line of business. The client has to know the business, not the coach.

    Consultancy deals with the business system as a whole. A consultants recommendations affect individuals indirectly. Coaching affects individuals directly. Coaching will very often be part of a consultant’s recommendations for a business.

Executive Coaching FAQs

  • Coaching provides executive leaders with valuable support and guidance to navigate complex challenges, enhance leadership skills, and drive organizational success. It offers a confidential space to reflect on leadership effectiveness, receive feedback, and develop strategies for leading with greater impact.

  • Executive coaching can address a wide range of areas including leadership development, strategic planning, team building, communication skills, decision-making, conflict resolution, and managing change. It can also help leaders address specific challenges such as time management, delegation, and managing stress.

  • Coaching can support executive leaders during transitions such as onboarding into a new role, navigating organizational change, or transitioning to a higher level of leadership responsibility. It can provide personalized guidance to accelerate the learning curve, build relationships, and establish credibility.

  • Coaching can help executive leaders gain clarity on their leadership strengths and areas for development. Through self-assessment, feedback, and experiential learning, leaders can refine their leadership style, adapt to different situations, and cultivate a leadership approach that inspires and motivates others.

  • Yes, coaching can help executive leaders enhance their ability to lead and develop high-performing teams. By understanding team dynamics, identifying strengths and opportunities for improvement, and implementing effective strategies for collaboration and accountability, leaders can foster a culture of excellence and achievement.

  • Coaching can provide executive leaders with tools and strategies to effectively lead and manage change initiatives within their organizations. By fostering resilience, promoting communication, and empowering employees to adapt and innovate, leaders can navigate change with confidence and drive successful outcomes.

  • Look for an executive coach with a track record of success working with leaders in similar roles or industries. Consider their coaching approach, expertise, and compatibility with your leadership style and values. It's important to have a strong rapport and trust with your coach to maximize the coaching experience.

  • Executive coaching is a strategic investment in leadership development and organizational performance. It can yield tangible benefits such as improved leadership effectiveness, enhanced employee engagement, increased productivity, and greater organizational resilience. Providing evidence of ROI and success stories can help justify the investment to your organization.

  • The impact of executive coaching can be measured through feedback from stakeholders, performance evaluations, 360-degree assessments, and key performance indicators aligned with leadership goals. Regular check-ins with your coach to track progress and adjust strategies as needed can also help gauge the effectiveness of coaching.

*Coaching FAQs have been generated using ChatGPT and vetted by our coach for their accuracy.

Hogan General FAQs

These FAQs provide a basic overview of Hogan Assessments, their significance in the workplace, and how they can be utilized for various purposes related to talent management and development.

  • Hogan Assessments are a series of psychometric assessments designed to evaluate personality, leadership potential, and performance in the workplace. These assessments are widely used by organizations globally for employee selection, development, and talent management purposes.

  • Hogan Assessments typically consist of self-report questionnaires, where individuals provide responses to various statements or scenarios related to their behavior, values, and preferences. These responses are then analyzed to generate insights into the individual's personality traits and potential strengths and weaknesses. These insights establish for leaders the differences between how they view themselves versus how they are being viewed and perceived by others.

  • The Hogan suite includes three critical assessments -

    • Hogan Personality Inventory (HPI) - focuses on different aspects of personality, including day-to-day behavior.

    • Hogan Development Survey (HDS) - highlights potential derailers that can come in the way of leaders when they undergo stress or in the face of stressful situations.

    • Motives, Values, Preferences Inventory (MVPI) - brings to life the what leaders value at their workplace, the kind of environments they thrive in and the kind of environments they will craete for their teams.

    Together, they provide invaluable insights into the behaviours exhibited by leaders and their fit for a particular role.

  • Hogan Assessments offer valuable insights into individuals' personality characteristics and how these may influence their performance, leadership style, and interpersonal interactions in the workplace.

    Employers use these assessments to make informed decisions regarding hiring, promotion, team building, and leadership development.

    Coaches use these assessments to support leaders in their development using robust scientifc insights into the leader’s behavioural strengths as well as areas of growth.

  • Hogan Assessments are known for their focus on workplace relevance and predictive validity. Unlike some generic personality assessments,

    Hogan assessments are specifically tailored to assess personality traits and characteristics that are most relevant to success in specific professional settings, and insights are tailored to leaders context.

  • Yes, Hogan Assessments have undergone extensive research and validation to ensure their reliability and validity. They are widely recognized and used by organizations globally, and numerous studies have demonstrated their effectiveness in predicting job performance and leadership potential.

  • Hogan Assessments are commonly utilized for individual and leadership development.

    The insights gained from these assessments help leaders understand their strengths and areas for improvement, facilitating targeted development efforts.

  • The duration varies depending on the specific assessment being administered. Generally, individuals can complete Hogan Assessments within 30 minutes to an hour.

  • Hogan trained and certified professionals such as organizational psychologists, HR professionals, or certified coaches typically administer Hogan Assessments. These individuals are trained to interpret the results accurately and provide meaningful feedback to the test-takers.

  • Yes, Hogan Assessments are versatile and applicable across various industries and job roles. Whether it's selecting executives, assessing team dynamics, or developing leadership skills, Hogan Assessments can be tailored to meet the specific needs of different organizations and roles.

Hogan for Coaching FAQs

These FAQs offer leaders insights into how Hogan Assessments can contribute to their coaching journey, from enhancing self-awareness to guiding personalized development efforts.

  • Hogan Assessments provide valuable insights into your personality traits, leadership style, and areas for development. Understanding these aspects can enhance self-awareness, which is fundamental for personal and professional growth.

  • Hogan Assessments evaluate various aspects of personality, including interpersonal behavior, leadership potential, motives, values, and potential derailers. These insights help coaches and coachees identify strengths and areas for improvement.

  • Absolutely. Hogan Assessments, particularly the Hogan Development Survey (HDS), provide insights into potential leadership derailers or behaviors that may hinder effectiveness as a leader. Understanding these tendencies can inform leadership development strategies.

  • Coaches play a crucial role in helping leaders interpret Hogan Assessment results. Together, they can explore the implications of the assessment findings, identify patterns or themes, and discuss strategies for leveraging strengths and addressing development areas.

  • While Hogan Assessments are not intended to provide absolute predictions, they can offer valuable insights into how your personality traits may align with or impact performance in certain roles or situations. Coaches help leaders explore these insights and develop strategies to maximize performance.

  • Coaches can help leaders use Hogan Assessment results to set meaningful development goals, tailor coaching interventions, and track progress over time. By leveraging insights from the assessments, leaders can focus on targeted areas for growth and improvement.

  • Yes, Hogan Assessments are typically administered in a confidential manner.

    When leaders engage with coaches directly, leaders can trust that their assessment results will be entirely confidential and used solely for coaching and development purposes.

    When coaches are engaged by organizations to administer the assessment, leaders can be rest assured that the results are handled sensitively.

    For instance, if the organization engages the coach to administer the assessment -

    • for an individual leader, the finalized areas of growth and development are shared in a three-party session,

    • for a group of leaders, coaches may provide an aggregated summary, and

    • for hiring, retention, and succession planning purposes, the results may not be entirely confidential as coaches are engaged to provide unbiased recommendations based on validated insights.

  • Coaches can work collaboratively with leaders to create personalized development plans based on the insights from Hogan Assessments. These plans may include targeted coaching interventions, skill-building activities, and opportunities for practice and feedback.

  • Absolutely. Hogan Assessments, such as the Hogan Personality Inventory (HPI), provide insights into your interpersonal style, communication preferences, and interaction tendencies. Coaches can help leaders leverage these insights to strengthen relationships and navigate interpersonal dynamics more effectively.

  • The frequency of revisiting Hogan Assessments may vary depending on individual needs and coaching objectives. Coaches and leaders can discuss the appropriate timing for reassessment based on progress made, changes in goals, or shifts in job roles or responsibilities. However, what we have observed with time and experience, that the tests don’t vary significantly in a short period of time. So repeating a Hogan assessment is more useful when context changes or after a growth and development period of 3-4 years whichever is earlier.