At Clergy Coaching Solutions, we believe personal ministry, leadership, and organizational transformation begins with personal awareness, responsibility, and action. We cannot transform the culture of our ministry, organization, or the culture around us unless we as individuals are willing to examine and transform our own thinking and behaviors. We believe meaningful and genuine transformation occurs first through a sincere commitment to, and application of, God’s Word to one’s life.

We specialize in helping leaders and executives excel through one-to-one coaching based on our own Five Step Leadership Coaching Model. Our Model is one of the most effective staff development tools for growing future leaders and improving the performance of existing leaders and executives. It helps strengthen your leadership bench by providing growth opportunities for those on your team.

Leaders are provided with the opportunity to fulfill their potential by working one-to-one with a Certified Professional Coach. By focusing on both the organization’s goals, and the individual’s personal awareness and growth needs, we equip the leader for success. They experience personal growth and learn to set better goals, reach goals faster, make better decisions and improve communications and relationships with others. Coaching develops potential and improves performance dramatically. This form of one-to-one tailored professional coaching offers fast-track personal and leadership development. It produces dramatic rewards, and is often used for the following reasons:

  • ​preparation for role/career changes; managing stress, change, conflict or crisis;
  • enhancing personal impact and performance;
  • supporting the appointment of a person into a different role;
  • accelerating the personal development of individuals defined as high potential;
  • acting as an objective and independent sounding board for the individual;
  • offers tailored development as a means of rewarding and retaining key staff critical to the business.

Our coaches are certified in the DISC® model of work styles as well as the EQ-I 2.0 Emotional Quotient Assessment and EQ360 evaluation. These instruments serve as valuable tools to help individuals perform at their highest level.

The DISC® is a tool used for discussion of people’s behavioral differences. The DISC® model provides a common language that people can use to better understand themselves and adapt their behaviors with others – within a work team, a leadership position, or other relationships.

EQ-I 2.0
Emotional Intelligence is proven to be a key indicator of human performance and development. People higher in EI communicate effectively, form strong relationships, and create powerful coping strategies. EI can be measured – more accessibly and less controversially than IQ – and unlike IQ, it can be substantially strengthened and developed. While emotional intelligence isn’t the sole predictor of human performance and development potential, it is proven to be a key indicator in these areas.

When working as part of a team, it’s important to understand the impact of one’s actions on others. The EQ360 report offers an in-depth analysis by having those that work with an individual and know them personally provide feedback in addition to their self-assessment to provide a 360 degree view of his or her effectiveness and EQ competencies.

At Clergy Coaching Solutions we utilize Coaching expertise along with our 5 Step Leadership Coaching Model and the most respected methods, tools, and assessments available to work with individuals one-on-one to improve their performance and add value to the organization.

Contact us today to learn more about how personalized Leadership and Executive Coaching can benefit both you and your organization.

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The QUEST 5 Step Leadership Coaching Model

The QUEST Leadership/Executive coaching process involves five steps. This systematic approach provides a structured model to measure and evaluate coaching results. One-on-one time with the person being coached, and utilizing the 5 Step Leadership Coaching Process provides opportunity for flexibility, adjustment, and customization of the program to meet the specific needs of each participant.

Step 1: A.) Qualify / B.) Quantify


We establish a coaching agreement.
Successful coaching involves active communication between the coach, the coaching participant, and the stakeholders. Therefore, the terms of the coaching contract, agreement, and guidelines are agreed upon at the very beginning. Four things happen at this point:

  1. We explore and establish the coaching relationship.
  2. We establish commitment from the organization and from the person who will be coached so that clear guidelines are understood by all those involved.
  3. We determine the key stakeholders: The stakeholders are identified and ongoing support for the coaching program is clearly agreed upon. The key stakeholders can come from the Human Resources Department, senior management, the participant’s immediate manager or sponsor. These stakeholders will:
    1. Show public support for the coaching program.
    2. Understand their specific roles in the coaching engagement.
    3. Be extra attentive to the coaching participant’s growth and talent development.
    4. Be actively involved and demonstrate commitment to the coaching program, the coach and the participant.
  4. We review and sign the coaching agreement.


We Collect Assessment Data & Feedback
Information gathering involves administering assessments and collecting feedback from the coaching participant, sponsors, the assessments, and performance reviews. This comprehensive process will help the coach better understand the person being coached. The process will provide important information that will greatly benefit the coaching process and outcome. Data gathering can include:

  • Interviews with key stakeholders, supervisors, immediate boss, peers, direct reports, and Human Resource Department.
  • DISC® Behavioral / Temperament Assessment
  • EQ-I 2.0 Emotional Intelligence Assessment
  • EQ360 customized feedback review (with coaching participant’s manager(s), peers, and direct-reports).
  • Existing and past performance reviews.
  • Coach’s welcome packet filled out by the participant. This includes questions and exercises designed to understand him/her better, including goals, objectives, expectations, issues, and career information.

Step 2: Understand the Current Situation

By assessing the data collected in the Quantifying stage and now implementing formal one-to-one coaching sessions with the coaching participant, we begin exploring, identifying, and understanding the current issues that need to be addressed. We explore the who, what, when, where, and why of the current situation. We determine the details of “where we are now.”

Step 3: Envision the Future/Desired Result

By assessing and discussing the data collected in the Quantifying stage along with information arrived at in the coaching sessions, we determine the optimal future desired result for the coaching participant and organization. It is here that vision, direction, goals, and objectives begin to surface.

Step 4: Strategize

Creating strategy is where positive change begins to happen. We identify the most important objectives and specific performance goals for the individual. A measurable action plan is developed identifying the key behaviors to be changed and outlining specific metrics to be achieved. Designing objectives and metrics at this stage assures that the benefits are clearly achieved and the return on investment is known. We do this by:

  • Identifying the three highest priority objectives.
  • Developing a concrete, measurable, outcome-based action plan.
  • Agreeing on expectations, commitments, timelines, ground rules and alignment of goals and objectives.

At this stage we implement the required actions and behavior changes so the desired results will be achieved.

  • The coach provides the necessary support through formal coaching sessions and e-mail check-ins between the scheduled telephone sessions.
  • The coaching participant commits time to the agreed-upon assignments and action items.
  • Bosses and/or key stakeholders are involved when appropriate and are kept informed of the progress.

Step 5: Test the Process

The coach will summarize the coaching session and “test” the session for understanding and commitment from the coaching participant.

  • The coaching participant fills out a post-coaching form after every session in order to facilitate direction, clarity of action, and next steps. These post-coaching forms provide an excellent method of tracking the value and benefits gained from the coaching program.

A monthly informal review of the coaching process is conducted. The coaching participant meets with his/her manager to:

  • Share progress, outline areas still in need of improvement and ask for support.
  • Gain feedback from the manager and discuss solutions to meet the coaching objectives.
  • Provide feedback on the coaching program and success with the coach.

Complete informal reviews are conducted during the third and sixth months. During these informal reviews feedback is collected from follow-up conversations with the key stakeholders to identify what changes have taken place and what still needs improvement.


At the end of the coaching engagement, a review of the entire process takes place.

  • During the last formal coaching session, the coaching participant will prepare and discuss a one-page overview of what has been learned and key action steps to continue the progress achieved.
  • After the last session, the key stakeholders, immediate boss and human resources will participate in a close-out meeting. They will review the success achieved, create a future action plan, and identify the type of support and resources necessary to continue the individual’s development.
  • After the formal coaching sessions have ended, continued and less frequent sessions may be scheduled.
  • One free post coaching follow-up meeting will be scheduled to check in with the progress of the participant. This follow-up occurs 6-8 weeks after the completion of the coaching engagement.