Overview on Coaching Assignment and Process.

1. Dr. Sunil Kr Kapoor
A Strategic HR Leader, Talent & Leadership Developer, Coach & Mentor
1 | P a g e
Contact - corehrdc@gmail.com
AN OVERVIEW & PROPOSAL
COACHING OF EXECUTIVE/LEADERSHIP @ DLF, GURGAON
“The paradox of success occurs because when we recognize the need to change
before we have to change.” Charles Handy, “The Age of Paradox” HBS Press.
Dr. Sunil Kr Kapoor specializes in Coaching-n-Mentoring, Creative Training-n- LDP, Strategic HR
Facilitation. He’s an experts on skills development and focuses on leadership, strategy,
management and personal development. He helps businesses and individuals change, practice and
grow. The aim is to help people Grow and perform best.
Dr. Kapoor uses the time-proven study and best suitable approach to leadership, for individual,
team and group focused leadership coaching solutions that provide developmental choices for
leaders and organizations. His coaching offerings are distinguished by quality periodic assessments
and a strictly confidential, safe environment for growing as an effective leader.
Overview:-
Coaching is unlocking a person’s potential to maximize his own performance; helping him to learn
rather than teaching. Executive/Leadership Coaching enables leaders to establish & practice new
attitudes, approaches and behaviors.
Dr. Sunil Kr Kapoor’s leadership coaching offerings draw on sound understanding of the
effectiveness of individual and team assessment, feedback and support — three elements found in
all of his coaching programs. Broadly coaching process unlocks a person’s potential to maximize
his/er own performance. This process helps him/er intensely improve outlook on work delivery and
life, while improving leadership skills and unlocking own potential.
Executive/Leadership Coaching, though Dr. S K Kapoor, (depending upon individual goal and
purpose/desired outcome) will help the Coachee & Organization:-
 Develop your leadership abilities
 Improve interpersonal skills
 Move beyond self-imposed limitations
 Align yourself with organizational objectives
 Better manage staff through increased personal effectiveness
 Embrace feedback as an improvement tool
 Learn to handle organizational politics
 Recognize gender and/or age based behavior
 Improve your decision making skills
 Enhance your team building capabilities
 Utilize proven conflict resolution techniques
 Improve your problem solving abilities

2. Dr. Sunil Kr Kapoor
A Strategic HR Leader, Talent & Leadership Developer, Coach & Mentor
2 | P a g e
Contact - corehrdc@gmail.com
 Develop a flexible leadership style
 Execute winning business strategies
 Develop a talent pool and create loyalty
 Cultivate a network that helps you and your organization
 Become a strategic and creative thinker
 Establish priorities and receive exceptional performance reviews
 Develop your personal brand
 Balance work and life priorities
The benefits of Coaching are divided into four broad categories:-
1. Business performance- it’s demand and designing policies,
2. Motivational benefits,
3. Knowledge and skill development resulting into better performance,
4. Managing change and Succession for Organizational Capability Enhancement.
Difference- Coaching and Mentoring & others:-
The basic difference between Coaching and coaching is that the coach asks powerful questions to
“client” so that s/he achieves desired outcome, whereas, the Mentor helps the “employee” to
achieve the transition through self-development so that the desired goals can be achieved beyond
the existing job situation.
Coaching is different from Therapy, Consulting, Training and Athletic & Sports skill Development as
well.
Coaching Process:-
A well-structured process under “GROW Model” will be followed as program driver for an effective
and successful Coaching partnership.
1. Goal- Identify
2. Reality- Check
3. Options- Brain storming
4. Will to act- Engage
The major activities in the process will be:
1. Repo building and getting to know each other,
2. Discussion on Coaching tools and exercises,
3. Setting ground-rules for Coach and Coachee/Client,
4. Sharing expectations,
5. Determine the Goals and Desired outcome,
6. Self-Designing the Individualized Development road map,
7. Freezing deliverables with a time table and resources,

3. Dr. Sunil Kr Kapoor
A Strategic HR Leader, Talent & Leadership Developer, Coach & Mentor
3 | P a g e
Contact - corehrdc@gmail.com
8. Design to work MAP, Worksheet and Hand-holding,
9. Set Action Review Mechanism and Learning Progression mapping
10. Establishing self-commitment and practicing mode.
Approach:-
The best tools and practices will be used in the journey of Coaching:-
1. Self-exploration by Coachee,
2. Active sharing and sincere response to coach’s questions,
3. Personal Mission Statement,
4. Establishing Specific and Realistic targets and goals,
5. Setting My Action Plan(MAP) in each session, wherever required,
6. Aligning Balanced Scorecard, as applicable,
7. Using NLP Tool,
8. Designing Competency Mapping and Step-up tools,
9. Use of Life Changer Cards,
10. Maintaining Workbook for each session,
11. Application of Personality assessment tools e.g., HOGAN/DISC/16 PF/MBTI/Thomas
Profiling/Thomas Kilmann, as required under given situation,
12. Referring different global practices, tools & Models in dealing with diverse people and
behavior,
13. Dynamic Decision making Capability Model,
14. Different situational tools, exercises and questionnaire(s),
15. Identify and leverage an individual’s strengths and “multiple intelligences” through
implementation of EQ-I tools & Surveys.
Pedagogy:-
1. Interactive sessions,
2. Asking and placing powerful questions ,
3. Using NLP Tools, wherever required,
4. Raising brain storming life stories, references, examples and cases/projects,

4. Dr. Sunil Kr Kapoor
A Strategic HR Leader, Talent & Leadership Developer, Coach & Mentor
4 | P a g e
Contact - corehrdc@gmail.com
5. Discussion and sharing relevant case studies & study material (need based),
6. Directives in Action-planning to practice, build confidence & make future ready.
Duration:-
1. There will be minimum 18 interactive sessions in six month of 30 to 180 mins each,
depending on Various Situational factors, stages and complexity.
2. Total duration of the program will be spread over 6 to 15 months, depending on goal and
desired outcome, result and effectiveness.
3. A Coaching session(s) can be in Person or through Skype/Phone, as need may be.
Completion:-
The Coach and Coachee/Client relationship may be treated as closed in case of an
evaluation of the outcomes is successfully made or the Closure report, has been submitted
by the Coach.
However the bonding as professionals may continue thereafter and the Coachee/Client is
welcome to discuss any relevant issue or take inputs.
A Completion Report:-
A completion report will be submitted by the Coach on successful completion of the
Coaching project, along with Personality and Project evaluation, wherever used to the
Coachee/Client.