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Talent Model™ & Trimetrix™ Approach
The Talent DNA Model™
The Executive Coach’s Contribution
"To be effective in today's demanding workplace, coaches now require new insights and skills that have a basis in the behavioral sciences. Using the latest, proven behavior-based coaching methodology provides critical knowledge and tools for the coach to best design their coaching programs and facilitate the task of change rather than add to its burden."

                    — Perry Zeus, Executive Director Behavioral Coaching Institute
Executive Coachworx™ focuses on behavioural based coaching within the context of four models described below. Coaching models explain how individual factors such as knowledge, skills, attitudes, values and beliefs, prior experience, and personality influence behavioural choices that shape executive leadership. Based on an assessment of the executive’s needs, we select the appropriate methodology for the individual executive. This creates a supportive environment where executives achieve a higher level of self-understanding, become more effective and confident leaders, and enhance their abilities to manage self, others and organizational change. To achieve the above, Executive Coachworx™ uses the following multimodal approaches:
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Model A: Stages of change / transtheoretical model
  • Readiness to change or attempt to change behaviour varies among individuals and within an individual over time.
  • Reinforcement and practice is utilized to prevent the common occurrence of relapse which is a normal part of the transition process of change.
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Model B: Social cognitive theory/social learning theory
  • Behaviour is explained by dynamic interaction among personal factors, environmental influences, and behaviour.
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Model C: Theory of reasoned action/theory of planned behaviour
  • People are rational beings whose specific behaviours stem from intentions that are shaped by beliefs, attitudes, subjective norms, and perceived behavioural control.
  • As heightened awareness is achieved, individuals are more likely to align behaviours with actual outcomes to achieve congruity between beliefs and behaviours
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Model D: Solution focused theory
  • This approach assumes that the client has the answers within that can be discovered through the coaching process
  • Critical elements of trust and commitment are fostered in the partnership to achieve behavioural change and develop constructive solutions
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The Talent Model™ and Trimetrix™ Assessment Approach
Executive Coachworx™ uses the Talent Model™ and the Trimetrix™ Assessment System as the diagnostic basis for coaching. Each executive has a unique talent model derived from the intersection of soft skills, attributes, values, and behaviours. We assess each of these dimensions to provide an integrated view of the “whole executive person” using these and other assessment tools. In collaboration with the executive we define the competency gaps in three performance arenas and design an individual Executive Learning and Development Path (ELDP) that focuses on the following:
  • Interpersonal/Intrapersonal competencies
  • Business management/leadership competencies
  • Self-management competency
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The Talent DNA Model™



“A key goal of successful introspection is authentic self-confidence. That is, not the overbearing bravado of a command and-control manager, but an openness to facing uncertainty, ambiguity, and paradox. The most effective leaders are able to be both vulnerable and quietly self-confident at the same time, more open about their weaknesses than their strengths (which speak for themselves).”

                                            —Mark Brenner, Ph.D., Brenner Consulting Group

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The Executive Coach’s Contribution
The executive coach is a trusted facilitator and sounding board who assists the executive to manage self, achieve business goals, and enhance people interaction.
  • Makes informed use of assessment instruments to achieve in-depth understanding of the executive
  • Business management/leadership competencies
  • Expresses sincere interest in the executive’s personal and professional history
  • Takes time to understand the situation from the executive’s perspective
  • Listens deeply so that the executive is fully engaged
  • Promotes self-management competency
  • Provides a climate of openness and trust to creates connection and comfort
  • Observes and registers both verbal and non-verbal communication
  • Encourages precise definition and collaborative development of SMART goals
  • Develops a specific set of measurements with the executive to provide clear evidence of goal achievement
  • Provides space and time for the client to think creatively
  • Works with the client to check the feasibility and achievability of goals and plans
  • Organizes regular “check-in/keep-on-track/follow-up” coaching sessions
  • Takes measures throughout the coaching program to avoid dependency, and knows when to end the partnership
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