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In executive coaching, career coaching, life coaching, health & wellness coaching – the first encounter between the coach and potential coachee is often at the ‘Chemistry Meeting’.

Besides the personal chemistry between the coach and the coachee, there can be a wide range of exploration that can be done in the meeting to establish the likelihood that the working relationship will have a good chance of success.

Typically, the following may be discussed during a chemistry call:

  • Introduction and purpose of the meeting
  • Guidelines for confidentiality of the meeting and the coaching
  • What the client and the coach have been told by the client’s manager and others about the purpose and objectives of the coaching
  • The client’s perceived needs and desired outcomes of the coaching
  • Questions from the client about the coach and how the client would be coached
  • Readiness and motivation of the client for coaching at this time in his life and work
  • The client’s preferences and requirement in coaching and in a coach
  • How the coach works and customisation available for the client
  • Conducting a live coaching session in-the-moment during the meeting to see how it might work with the client
  • Debriefing the meeting and see how the coach and client feel about the chemistry and the coaching
  • Agreeing on next steps and follow-up

Oliver’s transition into a new role

Oliver has worked in Securities Division Operations for a global investment bank for many years. Earlier this year, he felt that he was ready for a career change. I was working with him as his career coach as he started applying for jobs and speaking to his contacts in the financial services industry, going through several months of interviewing and compensation negotiations. A few weeks ago, he was offered a ‘dream job’ by another investment bank, heading up a newly formed business process transformation division.

For Oliver, this may seem like the entire career coaching process is completed. He realized quickly that in actual fact, it is just the start of another career transition: the transition into a new role, a new organization, a new team environment, and maybe even a new life. Oliver is entering a whole new world with both psychological and physical implications.

Typically, in such new role, new organization transition assignment, I would work with the client with the following in mind:

First of all, we would focus on preparing for the ‘First 100 Days’, exploring with the client their personal and business vision, mission, objectives.

Secondly, we would focus on working with the client to plan and map out their First 100 Days transition plan. Paying particular attention to successes, challenges, new identity, new organization culture/ style, new stakeholders network, forming strategies and approaches, building new skills and capabilities, adoption of new realities.

Coaching would be most useful for such role, job, organization transitions, particularly for the following scenarios:

  • Transitioning from junior/middle management role to more senior management and leadership role with different and often expanded responsibilities
  • Transitioning into a new organization or role during a M&A scenario
  • Being a ‘survivor’ of an organizational restructure, transitioning to a new role or expanded roles, whilst experience colleagues losing their jobs and being made redundant

*All personal identification details have been altered to maintain confidentiality.