Philosophy & Process

The Sherpa Philosophy for Leadership Development

Each client’s strengths have taken him to his current position of leadership. Only by addressing weaknesses, those obstacles that prevent a leader from getting to the next level of success, will the client see continued professional progress.

This philosophy is in stark contrast to people who tell you to emphasize your strengths, and surround yourself with people who cover your weaknesses. It’s fun to talk about what you are already good at, but it doesn’t solve any problems when you have to step up and perform.

Sherpas Deal with Business Behavior

In the Sherpa Stance, we ask four questions that determine if a conversation is permitted, and whether it’s worthwhile:

Is it Precise?

Are we talking about a problem, a symptom or a feeling? Sherpas only spend time on problems.

Is it Personal?

If it’s too personal, we don’t continue.

Is it Present tense?

Sherpas live in the moment, and in the future, not the past.

Is it Possible?

Will a change in your client’s behavior actually fix this problem?

We deal only with specific, achievable business behavior. Our process makes sure of that.

The benefits of coaching come from a clear, proven process. Without that, you wander into personal issues and history.

Without a process, you can work toward an ill-defined goal with no road map, no documentation and no deadline.

A Proven and Transparent Process

The Sherpa process is detailed enough to produce a 350-page book and 80-page client guide. It’s specific, yet flexible enough to accommodate any client’s development needs.

Sherpa clients experience the benefits of a proven process, while finding it transparent.

Every phase and every step includes assessments, journaling and ‘homework’ assignments, to keep the coaching process moving between meetings. Here’s a quick summary:

Phase One – Taking Stock

We will be looking at you, the real you.

Phase Two – Global View

You’ll look at the important people in your life and how they affect and support you.

Phase Three – Destination

Then we’ll discover your motivations, why people and things affect you the way they do and how to create and communicate expectations.

Phase Four – Charting the Course

We will work on specific areas that will affect your day-to-day work life. We’ll organize and structure goals that fit your needs.

Phase Five – Agenda

Then we’ll make sure it’s planned for success, checking that accountability and attitude are right where they should be.

Phase Six – The Summit

When we are done, we’ll have cause to celebrate the benefits of coaching.