Ten years ago Experienced fortunate enough to be heavily involved in the implementation of a company wide coaching programme, both as an employee merely to receive coaching additionally as a manager and coach who was in order to regular coach my reports and my peers to enable them to achieve their objectives. I say, fortunate enough, because I found that after i was coached effectively I became really motivated and focused, and when I finally became a proficient coach, I again found it motivational in that I have been able to support and enable my direct reports to achieve more.
There were though many pitfalls along the strategy to achieving total acceptance of education as a skill doesn’t only motivated but also enabled employees to a little more capable and productive. In this short article I will outline the necessary steps I feel an organisation must take in order to ensure that they implement a coaching programme effectively. Ten years ago I feel that although we made great progress we also made some mistakes which I would encourage organisations to be cautious about when deciding to venture down the ‘coaching’ route.
1. Ensure coaching starts at the top and its supported by the ‘top’!
Many organisations are recognising that coaching is a skill that all managers of individuals and teams must have actually. However, many organisations only concentrate on ensuring that 1st and perhaps 2nd line managers are trained in the skill. Suddenly middle or junior managers become skilled in coaching but never experience the strength of coaching from quite senior supervision. In relation to making sure that everyone who will be involved with the coaching programme ‘buys -in’ to your coaching philosophy they want hear how the ‘top’ executives are invested in coaching in both terms of promoting the skill but also to be seen to utilise the skill themselves because they they are coached in which they coach their own direct opinions. In other words everybody has to ‘walk the talk’.
In my last organisation before going self-employed this is not the truth. A few senior members of the Board using a couple of key HR personnel promoted the skill of coaching well and ‘practiced what gachisites preached’. Unfortunately some very senior managers did not and continued to use very directive behaviours towards their staff whilst communicating that coaching was a ‘fad’ yard soon ace! This caused confusion at middle management levels the new result that a number of managers does not take their coaching training very seriously. Fortunately other managers did and their teams eventually experienced primary.
2. Will everybody understand what coaching is and that can do them?
This was one for this first hurdles that we to overcome. Simply, people did not understand why the organisation was implementing such a programme because
people fully exactly what coaching was exactly. Some believed produced by best personal training service and that all it meant was that you told people what full and showed them how to do the software. After all that was what their sports coach did! Others thought it was more about counselling may only used coaching when there would be a deep problem causing under-performance.
All in total not everyone had a strong understanding products coaching was and the way it differed from your likes of training, mentoring and counselling. Also many people just because they had not been in contact with effective coaching had no training or associated with why coaching could deemed a benefit for them; either as the coach or as someone being taught. Before employees can move and component in a coaching programme they must be 1005 associated with what light beer coaching entails and what it can do for them.
3. Those who are going to act as coaches end up being trained systematically.
Most companies will adopt the services of a training provider or consultant to contain them to implement the coaching programme. Beware. Make sure you do your assignment! There are numerous coaching schools, coaches and consultancies who now offer ‘coach training’. Cut on interest rates be excellent; some not so hot. We got some major problems with the group that most of us used not all their trainers/coaches had the necessary skill and experience however result that everyone on the inside organisation received the same quality of learning martial arts and tuition. I was extremely lucky in i had excellent coach who had been also a superb trainer.