Martin Firstbrook
BA (Hons), PgDP, MBACP (Accred)
 

Coaching Process with Martin Firstbrook

 

 My approach to coaching is designed to deliver meaningful results by focusing on:

• Structured Diagnosis & Hypothesis Generation – Collaborating with the coachee using multiple data points to identify key areas for development.

• Defining Clear Objectives – Establishing agreed goals with the coachee and relevant stakeholders.

• Clarifying Unique Leadership Qualities – Raising awareness and building confidence in a leadership style that is both authentic and effective.

• Application of Leadership & Psychological Frameworks – Leveraging leadership development models, psychology, and depth psychology to support understanding and change.

• Experimentation & Applied Learning – Encouraging an experimental mindset and the practical application of coaching insights in real-world contexts.

• Ongoing Evaluation & Review – Periodically engaging key stakeholders to measure progress and refine strategies.

 

Each coaching engagement is customised to meet the unique needs of the client. However, the following process provides an overview of my typical approach.

 

1. Launch

Objective: Ensure alignment and set the foundation for coaching success.

• Chemistry Meeting: An initial session to assess compatibility and commitment between the coach and coachee.

• Stakeholder Alignment: A three-way briefing (coach, coachee, and line manager) to define core themes, establish objectives, and align expectations.

• Data Collection: Use of 360-degree feedback, psychometrics, and other tools to enhance understanding and inform goal-setting.

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2. Diagnostics / Awareness Building

Objective: Build awareness and develop a focused coaching agenda.

• Diagnostic Session: An exploratory session incorporating tools such as psychometric assessments, 360-degree feedback, and biographical interviews.

• Awareness Building: Identify key themes from the diagnostic data to clarify goals and raise awareness of patterns of thinking and behaving that either support or detract from the current development agenda.

• Goal Clarification: Establish clear development goals based on diagnostic data and the hypotheses identified.

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3. Delivering Results

Objective: Drive meaningful change through structured coaching sessions.

Most programmes consist of six coaching sessions, typically held monthly, either in person or online. Each session follows a structured approach:

• Defining Session Focus: Identifying specific objectives for discussion.

• Problem Exploration & Solution Identification: Explorative dialogue, developing insights into challenges and exploring potential solutions.

• Application of Leadership Models & Psychological Frameworks: Using leadership models and psychological frameworks to enhance understanding and change.

• Building Awareness of Behavioural Drivers & Change Resistance: Examining underlying motivators and addressing barriers to change. 

• Action Planning & Experimentation: Each session will start with a review and exploration of previously agreed actions and end with actionable steps and/or behavioural experiments. 

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4. Progress Reviews / Ending

Objective: Assess progress and define future steps.

• Mid-Point Review Meeting: An opportunity to share progress and get input on what is being experienced by your coaching sponsor.

• Final Review Meeting: A concluding session with the coachee and coaching sponsor to evaluate progress, reflect on key learnings, and discuss next steps.

• Sustaining Development: Recommendations for ongoing growth and reinforcement of changes post-coaching.

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Next Steps

If you are interested in my services for yourself or your employees, please email me at martin@citypsychepartners.com​