The approach utilized by API in coaching executives, middle managers or non-supervisory personnel is consistent, in terms of our adaptability to the financial, operational, geographic and optimal duration considerations that typically arise in coaching engagements. Experience has shown us that each coaching interaction is unique; therefore, we stress the importance of an initial assessment of the individual to be coached and the surrounding considerations as an opportunity to "get to know each other" before coaching ever begins. The following steps guide our coaching engagements:

STEP 1: Initial Assessment
In addition to understanding individual needs and the considerations surrounding the coaching objectives, we also establish a clear, concrete, easy-to-communicate image of the desired outcomes of the coaching engagement. In some cases, communication of coaching objectives is facilitated between the individual receiving coaching and their colleagues or supervisor, as appropriate. In other situations, appropriate tools or instruments may be used to establish a behavioral baseline; in other cases, 360° feedback is either produced by API or utilized, if available and appropriate.

STEP 2: Get Ready
Once an agreed-upon set of desired outcomes is established, a plan is jointly prepared by the coach and the individual. Metrics for achieving each of the coaching objectives are established and agreed upon. For each objective, a knowledge and skill capabilities target is created, and the behavioral indicators for each target are highlighted

STEP 3: Perform
Whether through direct observation of an individual, telephone discussion, or in e-mail transmittal, the focus of API coaches on an individual's performance is on doing more of what they have proven they do well, rather than focus on doing less of what they do not do well. With the coaching objectives and the coaching plan as a guide, API coaches motivate performance toward "what I need to be", and positions the knowledge and skill capabilities targets as behavioral expectations. A "no harm" environment is created that encourages the individual to practice the skills sought-fail early, fail often, fail forward.

STEP 4: Coach
Based on firsthand observation, telephone discussion, and/or e-mail transmittal of an individual's performance in the developmental areas of focus, the API coach is focused on looking for opportunities for the individual to advance in confidence and skill. Specific exercises, readings, demonstration of skills, injection into practical experiences or role playing may be utilized to bolster performance areas toward the achievement of planned targets. Through constant and consistent reinforcement of the coaching mission, goals, feedback, understanding of expectations, and rewards of accomplishment, the individual is motivated to achieve the desired outcomes of the coaching engagement.

STEP 5: Follow-up
A meeting with the coaching recipient and, as appropriate, those supporting the individual's development, is facilitated by the coach to highlight performance gains, gather feedback on the coaching interaction from the individual's perspective, and suggest a path for future growth and development.

Information recorded throughout each step of the coaching process is retained by API during the coaching engagement and submitted as a final deliverable at the conclusion of the coaching engagement.

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