A Coaching Model Created by Peter Kennedy
(Executive Coach, FRANCE)
Coaching Leaders for Project Management Success
The REPAAIR coaching model has been developed to primarily support coaching engagements with organizational leaders in support of specific project management initiatives. While the operational steps followed in this model may be viewed from a consulting perspective, real coaching occurs with the individual leader or leaders as they work through the different process steps. The coach will play an important role in facilitating the leader or group of leaders to approach their project management initiative with curiosity and self-reflection to ensure there is real commitment to carry through with the project, to listen and respond to the needs of the various stakeholders, and to be open and prepared to receive feedback and learn from aspects that could have been managed better to improve in future iterations.
The coach supports the leader first to consider the goal and how it fits with the organization’s overall mission and values. Here the leader will be facilitated to also consider the constraints that keep her organization from achieving the stated goal. She will be asked to reflect on her motivation, to consider why it is important for her that the organization achieve the goal at hand. And the leader will be encouraged to clarify who the different stakeholders are and to try to understand the differing perspectives that these stakeholders may have about the project.
Before any effort to develop a plan begins, the coach will explore the degree to which the leader and her team are invested in achieving the goal. This is the stage at which overall engagement is tested to ensure real ownership by the leader of the process and the outcome.
Here the coach explores with the leader what a successful outcome will look like and how success will be tested. The coach facilitates the leader through powerful questioning and listening in developing and documenting the required steps to successfully achieve the goal.
The leader then implements the plan ensuring all required support and funding is secured. Key stakeholders are engaged and included in the process with an eye on the agreed success metrics.
The leader here will evaluate the impact and outcome of implementing the plan in alignment with agreed success metrics. The coach will support the leader to explore any personal challenges that may arise out of possibly less than successful outcomes in preparation for the next step.
The leader will communicate and share more widely across the organization as appropriate, highlighting the successes as well as the points of improvement and opportunities for learning. This step is also a key point to ensure that opportunities for individual or team recognition and celebration are not overlooked.
The coach will work with the leader to consider how best to continue the process within the organization at meaningful intervals, adapting to new emerging needs and dynamics. If repeated, the initial step of reflection with a take on new meaning as the leader can now benefit from lessons learned.