Business Coaching Program

Intensive, THREE-MONTH program for:

· newly promoted managers or mid-level new hires
· high-potentials
· those wanting to make a lateral move
· those you want to reward or make an investment in

T
he Five O’Clock Club Business
Coaching Program is designed for
the employees you value and want
to keep. This program is meant to
increase:
· leadership/managerial effectiveness
· productivity
· retention
The Return on Investment
Among the most pressing needs fac-
ing management today are the attraction
and retention of top talent, as well as the
development of methods to enhance man-
agerial productivity. In fact, a high per-
centage of managers in a new position will
not make it:
· They are often left on their own to
figure out what to do, given their level of
experience.
· They may not quickly grasp the corpo-
rate culture or the informal organization.
· They may feel the pressure to prove
themselves and produce results too quick-
ly, thus making mistakes — and enemies.
· The “jury is out on them” and they
essentially struggle on their own.
Who the Program is For
Consider Business Coaching for:
· Mid-level outside hires and those
newly promoted are rarely given enough
guidance in their new jobs. Expectations
are high, senior management is pressed for
time, new managers are reluctant to
appear inadequate by asking important
questions, and failure can be an expensive
result. This program helps the individual
get up-to-speed fast.
· High-potential employees are often ill-
prepared for the next level. Without coach-
ing, they often have unrealistic expectations
about the skills and knowledge needed.
Coaching of high potentials also increases
the likelihood that rewards are given—not
to the most aggressive—but to the most tal-
ented and supportive managers who simply
need coaching and an understanding of what
is required at the next level.
· Employees making a lateral move
need help mastering the new terrain. It’s
often important to broaden the skills base
of your top performers. But managing IT,
for example, is very different from manag-
ing marketing.
Affordable Business Coaching
Most Business Coaching programs are
enormously expensive, even when the situa-
tion does not require a program of extended
duration. In keeping with the Five O’Clock
Club’s approach of providing high-quality
programs at affordable prices, we offer a
Business Coaching Program that provides
intensive coaching over a three-month peri-
od without the sticker shock.
Highly Experienced Coaches
A coach must have the ability to
quickly assess the situation, ask the hard
questions, and provide guidance to effect
positive change. Our coaches are skilled in
doing just that and providing the structure
needed. What’s more, Five O’Clock Club
coaches have business as well as extensive
coaching experience helping clients:
· assess themselves, the culture and the
situation,
· identify areas that need to be
addressed,
· develop a strategy for achieving busi-
ness results quickly,
· anticipate problems, develop tentative

The Five O’Clock Club Business Coaching Advantage

u A Team Effort: Our tightly-knit Guild of senior career coaches works closely together. We turn to each other for guidance.
After the primary coach has worked with your employee for four or five hours, a coaching peer will review the situation: assess the
direction of the coaching, brainstorm the situation, and help develop a course correction, if called for.

v A Proven Methodology that is the industry standard--based on twenty-five years of research. Employees better understand
themselves and their organizations, how they fit in, and what they can do to improve their relationships with bosses, peers, subordi-
nates and clients, and how they can most effectively help the organization move ahead. Our text, Navigating Your Career, is used by
professionals, managers and executives in for-profit and not-for-profit organizations of all sizes.

w Devoted Coaches who truly care what happens to the individual. Unlike firms where the coaches are over-burdened with a
too-heavy client load, our coaches are responsive to their clients, use best practices, brainstorm with other coaches about their clients,
and are excited about each assignment because it means an opportunity to do the best for each client.
solutions, and review the employee’s per-
formance in key situations, and
· create a development plan to follow
after he or she no longer has the ongoing
help of the coach.
The Best Materials
The Business Coaching Program is
based on assigned exercises in our 150-page
“Navigating Your Career” manual; exten-
sive outside instruments are not required. A
Business Coach will spend 10 to 15 hours
over the course of three months implement-
ing the following program.
The Program
Step 1: Introduction: The coach meets with
Human Resources and the manager and
then the client to set the agenda—including
process and content, cultural and business
concerns, ground rules/issues of confiden-
tiality, etc. The client is told the reason for
his or her involvement in the Business
Coaching Program (e.g., promotion, new
hire, etc.). The coach identifies the business
needs or drivers associated with the need for
coaching, so that the coach can clarify the
business results that need to be achieved
with the desired change.
The Seven Stories Exercise and the
Forty-Year Vision are described to the
client, and if applicable, assigned. Results
of previous performance appraisals (previ-
ous 360’s, etc.) are reviewed.
Step 2: Diagnosis: The coach reviews exer-
cise results and debriefs the client about
the current organization and the client’s
relationships with bosses, peers, subordi-
nates (and customers, if appropriate), as
well as any presenting problems (which
can range from interpersonal issues to
pragmatics such as how to hold an effec-
tive meeting). The coach probes for issues,
such as handling new responsibilities,
working well with management, and so
on. The coach and client discuss pressing
issues or upcoming situations and how the
client could handle them. (Often, a client
knows that certain issues need to be
addressed but does not know how to
address them.) The coach develops initial
hypotheses, and tests those hypotheses
with the client.
Step 3: Ongoing Situational Analysis,
Feedback and Action Plan. The coach manager, human resources and the coach
meets with the client and prioritizes the to evaluate what worked and what didn’t.
actions or changes that they agree would
have the greatest impact on the situation.
“Co-develop” is a key word in this step of Quality Control of Business
the model, because the coach does not dic-
tate what the action steps are going to be.
Coaching Programs
Five O’Clock Club Business Coaches
Co-developing the actions gains the com-
are of the highest quality. Most have been
mitment and buy-in that is necessary for
Business Coaches for over a dozen years.
the change process, so that the client is
Just as with our outplacement program,
motivated by what he/she agrees to work
our Business Coaching program is one you
on. The coach and client jointly determine
can trust. Our quality control includes:
situations to be analyzed, and factors need-
ed for success (in this specific organization · Coaching Circles, where groups of
coaches meet every 6 weeks — in person
as well as any organization).
The coach gives the client ongoing or by teleconference to learn new tech-
niques, exchange information, and con-
feedback from the coach’s observations.
duct peer supervision on specific (but
The agenda for future meetings is set. The
anonymous) cases.
coach and client develop action plans and
· One-on-one support to coaches — to
review steps. The coach and client speak at
review cases and get suggestions and sup-
least weekly to prepare for and debrief on
port.
situations and issues; they may confer less
· Client progress reviews with headquar-
frequently towards the end.
ters — to assess the progress of each
Step 4: Coach Peer Review. The Five Business Coaching client.
O’Clock Club coach works with another · A quality-control call from our Client
coach to insure that all aspects of the situa- Services Manager to the client directly to
tion have been identified and that the assess how the coaching is going, and to
action plan is as effective as possible. This HR to review client progress in accordance
review process ensures that the client with ground rules and confidentiality
receives the best possible situation analysis agreements. l
and action plans.
Step 5: Further Situational Analysis, The Five O’Clock Club
Feedback and Action. The Primary Coach 300 East 40th St.
(with input from the Advising Coach) and New York, NY 10016
the client, further determine situations to 212-286-4500
be analyzed, and factors needed for success Or email us at HR@FiveOClockClub.com
(in this specific organization as well as any
organization). The coach gives the client
ongoing feedback from the coach’s obser- The Five O’Clock Club
vations. The agenda for future meetings is
set. The coach and client develop further
... a name you can trust
action plans and review steps. The coach
and client speak at least weekly to prepare The Five O’Clock Club has been privately
for and debrief on situations and issues owned by its founders since 1978. We are
(less frequently towards the end). a dedicated team of individuals who care
about each other and our clients.
Step 6: Future Action Plan. There is an
emphasis on what happens after the coach-
ing is completed; how to transition for
continued learning, application, and
improvement as three-month program
winds down.
The Five O’Clock Club®,
Seven Stories Exercise and Forty-Year Vision
Step 7: Evaluation. The Five O’Clock
are registered trademarks.
Club gathers feedback from the client,
Copyright, 2010, The Five O’Clock Club, Inc.