HOW BIG SKY WAY DEDICATED PERFORMANCE COACHING WORKS

What You'll Bring to the Sessions

You'll bring your current challenges, goals, opportunities, questions, leadership responsibilities, and workplace situations.

What Happens During Coaching Sessions

It's simple! During coaching sessions, we'll have a confidential conversation focused on gaining clarity, exploring options, developing strategies, strengthening accountability, and improving effectiveness.

What You'll Leave With

You'll leave sessions with a greater self-awareness, practical action steps, improved emotional regulation, enhanced leadership capability, and increased confidence to act.

WHAT PERFORMANCE COACHING IS

• It is a confidential, professional development process.
• It supports self-awareness, communication effectiveness & emotional regulation.
• It strengthens interpersonal effectiveness & leadership performance.
• It promotes professional growth and performance under pressure.
• Participation is voluntary.

WHAT PERFORMANCE COACHING IS NOT

• It is not psychotherapy, counseling, or mental health treatment.
• There is no diagnosis, treatment, or clinical intervention provided.
• It is not intended to address mental health disorders.
• The Coach is not acting in the capacity of a licensed mental health professional.

What Does a Session Look Like?

Performance coaching is a confidential one-on-one process designed to support professional growth, improve communication and effectiveness, clarify goals, strengthen accountability, and help functional individuals perform at a higher level.

Based on the needs of the employee, performance coaching can move in and out of the three types of coaching at the employee’s discretion.

The 3 Types of Coaching We Use Are:

1. Traditional Performance Coaching

Explore general day-to-day high performance and leadership stressors. Traditional performance coaching gives you the confidential space to explore successes, challenges, and decisions. Performance topics include, but not limited to: burnout, interpersonal conflict, procrastination, performance management, task prioritization, employee engagement, playing to strengths, and goal work.

2. Leadership Coaching
& Consult

Leaders and positions that require additional influence and management can bring their own unique frustrations and opportunities to work. Leadership coaching gives you the brain space to work on the business instead of working in the business. Leadership topics include, but not limited to staff management, strategy, marketing, business modeling, KPI’s, conflict, risk operational management, organizational charting, engagement, scaling, board management, cultural DNA, meeting effectiveness.

3. Performance Psychology

Some issues and patterns run deeper than tactical solutions. They require a deeper dive into unique identity architecture, exploring underlying motivations and habits (non-clinical). Performance Psychology gives you the unique space to work on recurring issues that reside in identity markers, cultural norms, values, value-based beliefs, wounds, story-based beliefs, and protective armor.

Regardless of the type of coaching used, employees have the option to implement two science-based interventions: HeartMath® to train and build nervous system regulation and Mind-Body Alignment (MBA) Method™ to transform and heal old wounds. Together, high performers and leaders are equipped with discreet practical techniques to regulate their internal state and perform effectively in moments that matter most.

These results will be presented at the Quarterly Review for Senior Leadership, where the anonymized data collections are shared providing clearer visibility into performance patterns, identification of root causes, and targeted recommendations to improve operations and leadership.

• Utilization. Measures overall usage by the company. KPI’s include number of sessions used, number of repeat sessions. To protect anonymity, results only broken down into groups, such as location or role, if four or more sessions.
• Confidence to Act (CTA). Likelihood to take action. This is a leading indicator measuring, “do I believe I will act?” As session comes to an end, employees identify action items. CTA answers if the sessions are generating clarity and momentum. Question posed to the employee is “How confident are you that you can complete this action” using a 1 (not confident) to 10 (very confident) Likert Scale.
• Follow-Thru Rate (FTR). How effectively actions are carried out. This is a lagging indicator measuring “did I actually act?” At the beginning of a follow-up session, employees answer if their actions items and goals translated into action. FTR answers if the last session is translated into action. Question posed to the employees is “How successful were you at completing previous actions/goals” using a 1 (not successful) to 10 (highly successful) Likert Scale.
• Organizational Insights & Themes. Organizational insight themes intended to provide flexible, practical categories for identifying recurring organizational patterns, operational friction points, communication dynamics, and performance-related trends. Examples include client and business development, workload/stress/performance pressures, organizational systems and operations, and external factors impacting work.

On Call Sessions. Two On Call sessions per location (for a total of eight available On Call sessions per month) will be available for time-sensitive professional situations that cannot reasonably wait until the next scheduled onsite or virtual coaching session. On Call sessions are scheduled directly through Big Sky Way using the designated scheduling process.

Performance Coach Emergency Unavailability. In situations where Performance Coach is unavailable due to illness or other unexpected emergencies, sessions will be rescheduled to the following week on non-Wednesdays to ensure agreed upon coverage. For example, if out due to illness during the first week of Helena onsite, during the second week, Performance Coach will still be onsite in Bozeman on scheduled Wednesday and add a Tuesday for the Helena onsite.