Our recent focus here at the Teams365 has been coaching. In recent posts I’ve explored Four Foundations of Coaching.
As coaching is a widely utilized modality in people development, it is important to consider what are the things we can do to accelerate the impact of coaching – for the individual(s) involved as well as in the organization.
1. Make sure coaching is the right modality. Coaching is not training and a coach is not there as an “advisor”. If a person needs to develop skills a blend of coaching and training may be the better solution.
2. Consider how coaching can build onto other initiatives in the organization. If there is a current training program round leadership development or change management, how can you follow up the training with several coaching touchpoints to sustain the conversation, and support those involved in integrating their learning, creating new habits and sustaining these changes in behavior and learning.
3. Encourage three-way conversations between the employee and their supervisor throughout the coaching process. Coaching engagements should be supported by the supervisor, can can benefit from their input and support. While the coach cannot report the details of coaching (according to the Ethical code of professional coaching), the coach can facilitate a conversation between the person being coached and their supervisor.
4. Set those being coached up for success. It is important to co-design the coaching relationship, have the person being coached set goals for the work which are revisited throughout the coaching engagement.
What other things do you see as critical success factors in maximizing the impact of coaching?
Have a great start to your week,
Potentials Realized | Coaching Team Leaders
Team and Leadership Development | Coaching | Retreats.
Author of From One to Many: Best Practices for Team and Group Coaching (Jossey-Bass, 2013) and Effective Group Coaching (Wiley, 2009)
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