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Frequently Asked Questions about Coaching

We have identified the most common questions about coaching—and provided some answers—to help you determine if it's the right time for you to get a coach.
What is the difference between a consultant, a coach, and a mentor?

What is your general philosophy surrounding executive coaching? What makes your approach superior to others?

What is your methodology of matching the coach with the individual client? Is one coach forwarded, or are multiple coaches initially suggested (whereby the executive selects one from this group)?

  What is a typical description of the overall coaching process and how will it be monitored and evaluated?

How often does a typical coach meet with her/his client and over what time period?

What is the most common method of communication between the coach and the client (face-to-face, telephone, e-mail)? Are face-to-face interactions necessary or preferred?

Is there an initial trial period between the coach and the executive?

How is the relationship between the organization, client and coach handled?

Are your coaches full-time employees or external coaches contracted by your company, or both?

Do your coaches have any geographical limitations?

Does your company specialize in any areas other than executive coaching? If so, what areas?

What is your fee structure?

Do you have any references that you may share?

What is the difference between a consultant, a coach, and a mentor?

Consultant: In The Inventure Group's point of view, a consultant brings expertise in a particular area in which organization needs to improve. We believe that the best consultants work with an organization in partnership to ensure outcomes that support a strategic plan of the organization.

Coach: Coaches are experts in empowering others to help themselves through work and performance challenges and changes; they aren't in the business of providing therapy or advice-giving. We believe that the best coaches recognize that a client knows him or herself better than anyone and that the coach's role is to bring out whats inside a person.

Mentor: Mentors, unlike coaches, do give advice based on their experiences. While coaching helps individuals gain insight into who they are and how to be more effective, mentors model and help individuals gain insight into the organization, role or industry. Consultants, coaches and mentors often complement each other and frequently collaborate.

What is your general philosophy surrounding executive coaching? What makes your approach superior to others?

 The Inventure Group distinguishes itself in the executive coaching arena by being strengths-focused. In other words, we help leaders develop and use their best assets, a strategy that moves leaders from good to great. Strategies that focus on improving weaknesses expend greater energy with far fewer results. Weaknesses are addressed in the context of barriers to effectiveness. We stress three key points to achieve the desired outcome of coaching:
  1. An inside-out, strengths-focused philosophy. We believe the first role of a coach is to help a leader tap into their inner strengths: purpose, values, vision and talents. Clarity of strengths is the basis of clear leader actions. They are also the core components in a leaders character and the basis for building trust. We believe character and trust are essential in engaging followers.
  2. A clear, compelling map and process. We believe in providing an executive with a simple, clear process for creating a Leader Map and Action Plan. All too often, coaching is not well-defined and outcomes are left up in the air. The map provides a clear picture of strengths and creates the impetus for action.
  3. Action / Reflection Tools. Inventure coaches understand the essential balance of action and reflection. Without reflection, executives lose their chance to really learn from their experiences. Our action/reflection tools result in breakthrough insights and performance.

What is your methodology of matching the coach with the individual client? Is one coach forwarded, or are multiple coaches initially suggested (whereby the executive selects one from this group)?

When a client seeks a coach, we first do a discovery interview to determine their specific background and experience, as well as coaching issues/needs. Then we suggest two to three coaches and ask the executive to have a conversation with each. Finally, the executive chooses the coach that he/she feels is the best fit.

What is a typical description of the overall coaching process and how will it be monitored and evaluated?

Once a client selects a coach, the InventureCoach process begins. The process is documented on a Leader Map to create a plan for action. We suggest two initial half-day sessions (preferably face-to-face) followed by weekly one-hour phone sessions for six months. At the three-month mark, we suggest another half-day session to assess progress achieved and to make adjustments to the plan. At the end of the six months, a final half-day session would evaluate the results to date against the original criteria set forth. The client may elect to continue with the coach at that time and a new agreement would outline actions for the next six months. We would encourage the client to meet with key players in the organization to provide feedback on the process. We also support the client in selecting a personal Sounding Board to provide feedback and monitor accountability. The Sounding Board is fundamental to the InventureCoach process. We insist on a clear, written agreement with clients and we follow a rigorous InventureCoach Code of Ethics.
How often does a typical coach meet with her/his client and over what time period?

Clients vary quite a bit on their coaching needs. We recommend that a client commit to the six-month process as outlined in the previous question.

What is the most common method of communication between the coach and the client (face-to-face, telephone, e-mail)? Are face-to-face interactions necessary or preferred?

While the most frequent method of communication between the coach and client is by telephone, many methods are used depending on the client's needs. We highly recommend an initial face-to-face session at the beginning of the coaching relationship to accelerate relationship trust.

Is there an initial trial period between the coach and the executive?

We suggest that an executive interview two to three coaches through a discovery interview with each coach. A discovery interview is typically a 30 minute session for the executive and coach to get to know each other to find out if a coaching relationship would work.

How is the relationship between the organization, client and coach handled?

We encourage the executive to partner with appropriate people in their organization to get developmental ideas, in addition to feedback. We believe, however, that all information shared in a coaching session is strictly confidential between the coach and client. Thus, it is the client's responsibility to share with a third party.

Are your coaches full-time employees or external coaches contracted by your company, or both?
We use both employee and external coaches to ensure the right fit for a client. Our coaches all have been certified by an International Coaching Association (ICF)-approved training institute and have also been through our InventureCoach certification process. All our coaches have business experience.

Do your coaches have any geographical limitations?

Inventure coaches often travel. Some conduct coaching sessions via teleconference. Our contract coaches are located in diverse geographic locations.

Does your company specialize in any areas other than executive coaching? If so, what areas?

 We provide services in three areas:
  1. Team Coaching: We provide one-to-group (group size of six to eight) coaching to help teams quickly achieve full engagement and to leverage the strengths of the team.
  2. Workshops: We provide workshops in the areas of leadership and life/work planning. The Leading From Within® process focuses on developing the character-side of leadership and building practices that help leaders establish trust and lead from strengths. The Leading the Team module is for leaders who want to gain higher levels of commitment and productivity by engaging their teams at a deeper level. The Taking Charge workshop helps individuals renew their work/life commitments and understand what truly motivates them.
  3. Self-directed Tools: The Inventure Group has designed an array of books, guides and tools that leaders, managers and individuals can use to gain insight on themselves and develop action plans. Additional workshops for both leaders and individuals are available.
You can also access articles from our On Purpose journal and Self-Coaching Tips.

What is your fee structure?

Fees are dependent upon the length of the client contract, as well as level of coach selected. Typically, a six-month contract with a senior Inventure Coach is $10,000. We normally work on a covenant client basis. This means that we are working on a number of projects over time with a client and, therefore, are able to reduce our fees.

Do you have any references that you may share?
References are available upon request.

For more information, please contact us.