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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 Affordable Business Coaching
Most Business Coaching programs are enormously expensive, even when the situation 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 period without the sticker shock.



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

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 illprepared for the next level. Without coaching, 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 talented 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 managing marketing.

The Return on Investment
Among the most pressing needs facing management today are the attraction and retention of top talent, as well as the development of methods to enhance managerial productivity. In fact, a high percentage 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 corporate culture or the informal organization. · They may feel the pressure to prove themselves and produce results too quickly, thus making mistakes — and enemies. · The “jury is out on them” and they essentially struggle on their own.

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 business results quickly, · anticipate problems, develop tentative

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.
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, subordinates 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.

The Five O’Clock Club Business Coaching Advantage


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 performance 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; extensive outside instruments are not required. A Business Coach will spend 10 to 15 hours over the course of three months implementing 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 confidentiality, 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 (previous 360’s, etc.) are reviewed. Step 2: Diagnosis: The coach reviews exercise results and debriefs the client about the current organization and the client’s relationships with bosses, peers, subordinates (and customers, if appropriate), as well as any presenting problems (which can range from interpersonal issues to pragmatics such as how to hold an effective 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 meets with the client and prioritizes the actions or changes that they agree would have the greatest impact on the situation. “Co-develop” is a key word in this step of the model, because the coach does not dictate what the action steps are going to be. Co-developing the actions gains the commitment and buy-in that is necessary for the change process, so that the client is motivated by what he/she agrees to work on. The coach and client jointly determine situations to be analyzed, and factors needed for success (in this specific organization as well as any organization). The coach gives the client ongoing feedback from the coach’s observations. The agenda for future meetings is set. The coach and client develop action plans and review steps. The coach and client speak at least weekly to prepare for and debrief on situations and issues; they may confer less frequently towards the end. Step 4: Coach Peer Review. The Five O’Clock Club coach works with another coach to insure that all aspects of the situation have been identified and that the action plan is as effective as possible. This review process ensures that the client receives the best possible situation analysis and action plans. Step 5: Further Situational Analysis, Feedback and Action. The Primary Coach (with input from the Advising Coach) and the client, further determine situations to be analyzed, and factors needed for success (in this specific organization as well as any organization). The coach gives the client ongoing feedback from the coach’s observations. The agenda for future meetings is set. The coach and client develop further action plans and review steps. The coach and client speak at least weekly to prepare for and debrief on situations and issues (less frequently towards the end). Step 6: Future Action Plan. There is an emphasis on what happens after the coaching is completed; how to transition for continued learning, application, and improvement as three-month program winds down. Step 7: Evaluation. The Five O’Clock Club gathers feedback from the client,

manager, human resources and the coach to evaluate what worked and what didn’t.

Quality Control of Business Coaching Programs
Five O’Clock Club Business Coaches are of the highest quality. Most have been Business Coaches for over a dozen years. Just as with our outplacement program, our Business Coaching program is one you can trust. Our quality control includes: · Coaching Circles, where groups of coaches meet every 6 weeks — in person or by teleconference to learn new techniques, exchange information, and conduct peer supervision on specific (but anonymous) cases. · One-on-one support to coaches — to review cases and get suggestions and support. · Client progress reviews with headquarters — to assess the progress of each Business Coaching client. · A quality-control call from our Client Services Manager to the client directly to assess how the coaching is going, and to HR to review client progress in accordance with ground rules and confidentiality agreements. l The Five O’Clock Club 300 East 40th St. New York, NY 10016 212-286-4500 Or email us at

The Five O’Clock Club ... a name you can trust
The Five O’Clock Club has been privately owned by its founders since 1978. We are a dedicated team of individuals who care about each other and our clients.

The Five O’Clock Club®, Seven Stories Exercise and Forty-Year Vision are registered trademarks. Copyright, 2010, The Five O’Clock Club, Inc.