Frequently Asked Questions

Have more questions?
Here are answers to our most commonly asked questions. For questions not listed below, feel free to reach out to us. We’d love to help.

GENERAL QUESTIONS
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    1. Schedule a 15-minute no-obligation scoping conversation. We’ll figure out if we are a fit for what you are looking for. If so, we continue to:

    2. Provide a scope of work that outlines the recommended approach based on your desired outcomes. Often we will provide 1 to 3 scalable options, so that you can choose your level of commitment and budget.

    3. If it’s a “go”, we complete the logistics of working together and start with our first planning or kick-off meeting to further clarify outcomes, mutual expectations, and timeline.

  • Unless otherwise agreed among all parties, the information that you share within coaching sessions stays confidential, or is only shared if you are the one doing the sharing. Your coach will share whether or not you show up to sessions and seem engaged in the process. If an assessment or 360-degree feedback is administered, it is agreed upfront how that information will be used and shared. View this sample Roles and Responsibilities agreement for more specifics. One caveat is that Holmes Street Leadership coaches are all credentialed with the International Coaching Federation (ICF). As part of the renewal process every three years, a coach must submit a list of hours coached that includes the name and contact information of the coachee. We have never known the ICF to follow up with anyone on the list, and if they did, it would only be to confirm that you received the reported coaching. You will have an opportunity to decline to be included in our reporting.

PACKAGE/SERVICE QUESTIONS
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  • Our coaching packages vary based on each client’s unique situation. We commonly have some version of the following:

    • A quick-start package consisting of a self-assessment tool, debrief meeting, and (3) follow-up coaching sessions. This is great for new managers wanting to build their confidence and skills related to 1 or 2 goals.

    • A more intense package consisting of collecting 360-degree feedback through an online assessment and/or interviews, followed by 6 months of coaching. This also often includes alignment meetings with the coachee’s manager at the beginning, middle and end of the coaching package.

    • Coaching specific to leaders who are perceived to be abrasive, where their development is helped by feedback at the beginning and end of the project. These packages can last between six and twelve months.

    • Facilitating is the broader term of helping participants within a defined setting talk to each other and work towards shared objectives. It might be facilitating conversations between two teams who don’t work well together, facilitating a Board or leadership retreat, or simply a meeting where the manager wants to participate vs. having to lead the conversations.

    • Team coaching as we define it is the process of helping an intact team become cohesive and aligned. We facilitate a process and many conversations to help team members understand their strengths, challenges, and opportunities to improve and add more value to their customers/stakeholders. An intact team may be a leadership team, a team within a department, or a project team…any group of people that has to work together and is interdependent to accomplish their shared purpose.

    • Group coaching is very similar to leadership coaching, but leverages the power of peer learning and collective exploration related to shared development topics.