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 ISI Coaching Process

"As Iron Sharpens Iron so one person sharpens another"

Proverbs 27:17

ISI Coaching Process Overview

The ISI Coaching Process is a 12-month engagement that utilizes the Marshall Goldsmith methodology and approach.  The goal of the ISI Coaching Process is to help an individual discover their strengths and weaknesses (often referred to as “blind spots”) and develop realistic strategies to improve.  


The following outlines the specific steps and actions for the High Gear ISI Coaching Process:

  • Company Site Visit

  • Administer Leadership Discovery Assessment (LDA)

  • High Gear Interview Process

  • Develop Personal Leadership Philosophy (PLP)

  • Follow Up with Survey Participants - Accountability

Company Site Visit

1. Company Site Visit


The first step in the ISI Coaching Process is a visit of the company physical operations.  The purpose of this visit is to simply start getting a feel for the company and the work environment.

Administer Leadership Discovery Assessment (LDA)

2. Administer Leadership Discovery Assessment (LDA)

The High Gear Leadership Discovery Assessment (LDA) is a state of the art assessment tool utilized to provide executives, managers and supervisors an awareness and understanding of their individual strengths and possible developmental areas (blind spots).  The LDA combines three assessments that provide unbiased insights into three distinct areas: work style behaviors, internal motivators and emotional intelligence.  Understanding strengths and weaknesses in each of these three areas is the starting point for personal and professional development.

Once a participant has taken the LDA, he/she will meet 1:1 with John Davis to review, explain and debrief the report.  A written summary report will then be provided to sponsoring executive(s).

High Gear Interview Process

3. HIGH GEAR ISI Interview Process

Behavioral research suggests that the most effective people are those who understand themselves, both their strengths and weaknesses, so they can develop strategies to meet the demands of their workplace.

All of us have a self-image – an impression - of whom we think we are and how we are perceived by others. The purpose of the ISI Interview process is to begin defining reality by interviewing key stakeholders in the professional life of the individual being coached.  Personnel will be interviewed 1:1 by John Davis regarding perceived strengths and weaknesses. Results are then compiled and presented in a 1:1 meeting with John.  An action plan going forward will then be created if appropriate.

A key part of this action plan will require the individual being coached to present the results of the ISI Survey to the participants (stakeholders) in his survey along with other appropriate personnel and management.

Develop Personal Leadership Philosophy (PLP)

4. Develop a Personal Leadership Philosophy  (PLP)

Leadership starts at the top and followers want to know what their leader stands for and expects.  The PLP eliminates uncertainty and guesswork.  In this exercise, the employee will craft their own Personal Leadership Philosophy.  Writing this philosophy is a very personal experience and begins with answering serious questions about who you are, what you believe in, what you value, what are your priorities, and your expectations of yourself and others. This exercise will help bring focus and clarity to the employee's personal beliefs about leadership. During this assignment, it is not unusual for participants to exclaim that “this is the first time I really sat down and thought about just what I believe in and expect from my team. It’s harder than I thought.”

This exercise centers around the book, The Leader’s Compass, a story of how one manager developed his PLP around what he expects from his team and from himself.  Once completed, the employee will share their Personal Leadership Philosophy with the company.

Follow Up with Survey participants - Accountability

5. Follow Up with Survey Participants - Accountability

After survey results have been formally presented, the individual being coached will be instructed to follow up with each survey participant every 90 days to ask for feedback on their progress in addressing the areas identified in the ISI Survey. This is intended to be a short 5 to 10-minute check-in. This check-in consists of two simple questions:


  1. How am I doing regarding my efforts to improve _______________?

  2. Any suggestions for me?


This follow-up is critical to the success of the ISI Coaching Process.

Your Company Gets Better When
Your Company Leadership Gets Better.
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