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determine priorities. This meeting will occur as soon as possible. Through an interactive exchange, the coach serves as an impartial and risk-free sounding board to facilitate an action plan The coach keeps a spot light on the organization's goals The coach challenges ideas or actions of the client that may not be serving them or the organization Once action steps for the executive are identified, the coach serves to constantly remind the client as to intentions and paths to success As needed, the coach is a safe haven for venting and managing stress If requested, periodic check -ins between the coach and the client's supervisor are arranged with the client's full knowledge and agreement. The coach will share only trends and relevant goals. The specific content and progress of the coaching relationship is strictly confidential between the person being coached and the coach. The person being coached however may choose to directly share coaching information with his/her employer or supervisor. The supervisor understands that the best possible outcome of coaching may be that the client chooses to leave their current position or organization. The employer holds harmless the coach for the outcome of coaching as the choices and options of the individual being coached determine the outcome. The Coaching Relationship Stages in the Process Stage 1 Assessment The coach begins by interviewing the client, discussing self-perceptions, professional experiences and current challenges. Confidential 360 -degree feedback telephone interviews are then conducted with co-workers, colleagues, direct reports and supervisors. Additional assessment tools are also used and may include the following: -Myers Briggs Type Indicator (MBTI) -Written self-assessment -TKI Conflict management assessment Stage 2 Feedback After the 360 -degree feedback assessment has been completed, a summary from telephone interviews is prepared and shared with the client (i.e. the person being coached.) Together they review strengths, impediments to performance, breakthroughs and recommendations for change. The client gains increased self-knowledge and an accurate view of the perception others have of them. Stage 3 Development Plan and Coaching The client and the coach jointly develop a plan for the future, design the alliance around the coaching relationship, acknowledge values, set goals and determine actions to be taken. When requested, this plan is shared with the client's direct supervisor, preferably in a 3 -way meeting or conference call (i.e. client, coach, and supervisor). Periodic check -ins between the coach and the client's supervisor are arranged with the client's full knowledge and agreement. The coach will share REV: 01-25-18 RL Page 10 of 12