Executive / Management Assessment, Feedback and Coaching Program
(EMAFCP)

This EMAFCP encompasses three components: assessment, individual feedback/management development, and developmental planning. 

  • Assessments will consist of job-related instruments targeting critical management competencies related to effective performance.
  • Feedback consists of a series of meetings to provide interpretation and understanding of the results and findings and discuss current issues related to the coaching goals.
  • Coaching consists of a series of meetings to set and pursue specific developmental goals based upon the assessment results, current/previous work-related events, situations, and findings resulting in a professional development plan.

The EMAFCP Process:

DRRA Consulting and client will mutually define a coaching discovery to address critical opportunities for development along with metrics to evaluate coaching effectiveness. 

Completing job-related management assessment instruments targeted to critical managerial competencies associated with high performance.  These assessments might include personality, career, and stress/resilience measures depending on the coaching goals.

Feedback and coaching meetings to discuss the assessment instruments’ results and findings. Feedback meetings will also discuss current work, team, and organizational situations during the coaching process.  When appropriate, coaching sessions also include reviewing relevant resources, readings, and materials shared with the executive pertinent to the critical coaching goals agreed to.

 Implementation of the Development Plan and Future Assessment: During the coaching process, a professional development plan will be created and discussed with the client’s current manager. We will use our goal evaluation system to evaluate coaching effectiveness approximately two, four, and six months after the coaching intervention.

Coaching – Not Therapy

In addition to being coaches, our consultants are leadership, learning, and development scholar-practitioners. We are not qualified in diagnosing and treating emotional problems. While there are some similarities between coaching and therapy, they are very different activities, and it is essential that you and your organization understand the differences between them. Therapy is a health care service and is usually reimbursable through health insurance policies.  This is not true for coaching. Both coaching and therapy utilize knowledge of human behavior, motivation and behavioral change, and interactive counseling techniques.  The major differences are in the goals, focus, and level of professional responsibility. 

The primary foci of therapy are identification, diagnosis, and treatment of mental and nervous disorders. The therapy objectives typically include alleviating symptoms, understanding the underlying dynamics that create symptoms, changing dysfunctional behaviors resulting from these disorders, and developing new strategies for successfully coping with the psychological challenges we all face.