The E. Powers Process

The E. Powers Process is a proven methodology based on decades of leading edge work in individual and leadership team development. In hundreds of coaching and consulting engagements, it has provided our clients with the support they need to make changes in their skills, in their careers, and in the performance of the organizations they lead.

Although each coaching assignment has its own distinctive profile, the process itself consists of three basic steps:

We use a unique battery of assessment instruments, including the Birkman MethodĀ® management style inventory and the PDI ProfilorĀ®, to identify your strengths and develop a description of your typical behaviors as a manager and leader. The same assessments also tell us what types of situations are most likely to make you uncomfortable and what other barriers may stand between you and the achievement of your goals as a leader and professional.

In addition to measuring you and your fit with the organization, we also review past performance goals and evaluations, talk with managers, peers, and representative members of your workgroup to collect their views on your strengths and developmental needs. We then meet with you to

  • Review and validate the assessment and interview results
  • Hear your side of the story
  • Discuss your personal and professional goals in greater depth
  • Create a blueprint for the coaching engagement that will meet both your needs and those of the organization
  • The initial meetings also provide us with an opportunity to get to know each other better and to build the foundation for our working relationship in the weeks to come.

Although the blueprint we develop in the assessment phase determines the specific activities in the coaching phase, most engagements consist primarily of regularly scheduled, one-on-one sessions. During those sessions, we focus on specific strengths that may benefit from further development and on areas critical to your continued success and growth.

In addition to the one-on-one sessions, your coaching itinerary may also include

  • Feedback from a panel drawn from those who provided the initial feedback. Generally, the panel consists of persons you trust and who have made a commitment to help you develop the specific skills we have identified
  • Shadowing or observation of meetings, presentations, and other activities
  • Video recording to provide feedback on presentation or meeting management skills
  • Enrollment in internal or external workshops with special relevance for the skills and behaviors you have targeted

At the completion of the coaching phase you will have an increased awareness of your feelings, behaviors and the desires and stresses that drive them. You will also understand the strengths and limitations of your dominant leadership style and the effects it has on those with whom you interact and work on a daily basis. And best of all, you will have begun to accept and work on the need, the limits, and the possibilities for change.

Measurement and Monitoring
We measure results continuously throughout the coaching process, using metrics you and the sponsors of the assignment develop at the outset of the engagement. At the end of the coaching phase, we can provide a written report summarizing your progress and recommending next steps, including the kinds of continuing organizational support that might provide the most benefit as you continue to work toward your objectives. If requested, E. Powers & Associates can also continue to provide support via telephone calls or occasional face-to-face meetings.