COACHING CONFIRMATION FORM

Name: Elmer Santos

Position: Senior Regional Operations Manager

Company: Uber

Telephone: +31625490539

Email: elmer.g.santos@gmail.com

Initial Consultation topic: Improve long-term planning/becoming less reactive

Frequency and duration of coaching sessions: 45 minute weekly session initially for 3 months

Commencement date and time for coaching sessions: 26 March 2020 6.15pm (GMT)

Review date: 25 June 2020

Per session rate: £137.50 (assuming 4 weekly sessions per month lasting 45 mins for 3 month programme subject to quarterly review)

Coaching location: Virtual (using Zoom or WhatsApp video chat)

Business context

Uber expects you to help grow the business and has defined the market you are targeting, but does not prescribe in what ways you can achieve growth. You know your peers have identified ways to realise growth. 

Personal development

Right now in your new role at Uber you say you are nowhere in terms of planning and want to improve that significantly. You have very abstract goals you want to refine and therefore you don’t yet have a detailed plan on how to achieve your goals. You’ve noticed that when you start your week or days at the office you have no clear intention about what you want to achieve in the day and so feel aimless and unfocussed. You’ve also noticed peers seem more structured in their approach and have clearer intentions. They know what they will be working on each week and stick to that. They have tools, detailed roadmaps, timelines, matrices and stakeholder management plans, which evidence they are taking a holistic approach to how they will achieve their goals. You want that too. 

Meeting preparation - this week you said you were underprepared for the corona virus meeting. Preparation would have included:

  • anticipating questions and having answers to them

  • demonstrating your detailed solutions that mitigate impact of things like COVID-19 on Uber’s business

  • Clearly articulate the Objective of your innovative ideas

  • State who would be involved in implementing the idea and how it would be implemented - have it be a detailed plan. 

You say you could collaborate more with colleagues when developing your plans and use them as informal mentors to help refine your planning. You like to work alone initially and then discuss with others for input. You meet your direct manager twice a week for 1:1s and could use that time for inputs given he is very knowledgeable. You also have a direct team of 5 people you could more readily seek input from.

You talk to these people already, but when seeking their input you recognise that you need to do so in a more thoughtful and more structured way

Outcomes of coaching :

  1. You said a positive outcome of the coaching would be having David say “I have a concrete idea of how Elber has contributed to the business and added value.” A possible example would be you being instrumental to how Uber recovers from the corona virus or helped significantly decrease costs. 

  2. You will have been promoted. You say your performance so far in role has been positive, but not outstanding. You want to stand out. To get promoted you want people you deal with directly to know and see you adding value. Managers need to agree to your promotion, so helping them see your behaviour change will be critical over the next few months. You said you can list off these names after a bit more thought, but they comprise different leaders of the team. 

Coaching Code of Ethics 

Successful coaching relationships are based on truth, openness, and trust. For maximum benefit you need to feel comfortable talking openly and honestly with me as your coach. Below are the code of ethics that guide how I operate as a professional coach. 

Confidentiality, care and respect - I maintain a level of confidentiality that is appropriate and agreed at the start of our coaching relationship. I may recommend you share the outcomes of our discussions with other parties, but will not do this myself. I will ensure that all records/notes are kept safe and secure and understand that my professional responsibilities continue beyond the termination of the coaching relationship. 

Competence - I am aware of my strengths and preferred style; I am committed to operate within the limits of my own competence, recognising where it is necessary to refer you to a different coach, a counsellor or advisor. I engage in ongoing professional development and supervision. 

Conduct - the primary coaching relationship is with you and it is important that you own the coaching agenda. It is expected that you understand the purpose and appreciate the organisational rationale for the investment in coaching (if your organisation is funding the coaching), and maintain a commitment to the coaching process. 

If your coaching is on a referral basis (where the coaching is sponsored by your organisation), the emphasis will be on you (not me) to share outcomes of your discussions with your Sponsor. I will only disclose information from your coaching discussions with your specific permission. The exceptions being where I have a duty of care to you and the sponsoring organisation and have a concern for your safety, that of others, or that you have or will take an action that could damage the reputation of the sponsoring organisation. 

Typically you will work with me for a defined period of time, and will agree any follow up or review around this.