The Coach works with the WLI Participant approximately
one hour a week. After an initial face-to-face meeting, most coaching
is done on the phone. The Coach helps her to identify
her learning style, career goals, work objectives, personal vision
and mission. With both her Coach and Manager’s guidance,
she develops an individualized Professional
Development Plan, the foundation for her year’s
The core 360-degree assessment used at the beginning and end of the year is Leadership
Practices Inventory, created by Jim Kouzes and Barry Posner, authors of The
Leadership Challenge. The Participant uses the initial feedback to identify specific competencies to work on during the year. The post assessment gives the Participant feedback on her progress and the areas for further development.
The Manager works
closely with the Institute Coach to
develop the Participant’s
work goals, review barriers to her leadership development,
and identify resources within the company that may
A woman may sometimes find that additional assistance is necessary.
In these cases, the WLI connects her with an expert Resource
Person for just-in-time, short-term coaching.
you for being my professional coach. When the year started,
I was unsure of how professional coaching would work for
me. Skeptical, is what I would call it. The experience
turned out to be much more than I could have ever expected.
appreciate how supportive and considerate you were with
my busy schedule. You kept me on track with my professional
and personal goals. Your questions gave me insights into
others and myself that I’m not sure I would have found
on my own. Then, of course the weekly sessions helped me use the tools learned
at the monthly workshops.
- Julie Reed, IT Project Director, Xcel Energy, Inc. and IBM
Reed, IT Project Director
Xcel Energy, Inc. and IBM