Ten years ago I am fortunate enough to be heavily involved in the implementation of a company wide coaching programme, both as an employee who was simply to receive coaching but also as a manager and coach who was expected to regular coach my reports and my peers so they can achieve their objectives. I say, fortunate enough, because I found that when 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 way to achieving total acceptance of your practice as a skill that not only motivated but also enabled employees to become a little more capable and productive. In this particular 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 drop the ‘health coaching‘ route.
1. Ensure coaching starts at the top and they are supported by the ‘top’!
Many organisations are recognising that coaching is an art that all managers of folks that and teams must feature. However, many organisations only concentrate on ensuring that 1st and perhaps 2nd line managers are trained a skill. Suddenly middle or junior managers become skilled in coaching but never experience the flexibility of coaching from their own senior supervision. In relation to making certain that everyone may be involved in the coaching programme ‘buys -in’ to your coaching philosophy they need to hear that the ‘top’ executives are sold on coaching inside terms of promoting the skill but to be viewed to utilise the skill themselves in that they are coached which is they coach their own direct credit reports. In other words everybody has to ‘walk the talk’.
In my last organisation before going self-employed obvious not circumstance. A few senior members of the Board rrncluding 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 get! This caused confusion at middle management levels together with result than a number of managers does not take their coaching training very a great deal. Fortunately other managers did and their teams eventually experienced primary.
2. Will everybody understand what coaching is and is actually can do them?
This was one of the first hurdles that we to prevented. Simply, people did not understand why the organisation was implementing such a programme and also
people fully understand what coaching was exactly. Some believed exercises, diet tips training and all it meant was that you told people what to do and showed them the best way to do the situation. After all that was what their sports coach did! Others thought has been more about counselling may only used coaching when there any deep problem causing under-performance.
All buying not everyone had an outstanding understanding of what coaching was and operate differed from your likes of training, mentoring and counselling. Also many people this is because they had not been in contact with effective coaching had no experience or associated with why coaching could be regarded as a benefit for them; either as the coach or as someone being trained. Before employees can move on and portion in a coaching programme they must be 1005 associated with what light beer coaching entails and that can do for them.
3. People who are for you to act as coaches must be trained effectively.
Most companies will take on the services of an exercise provider or consultant to support them to implement the coaching routine. Beware. Make sure you do your leg work! There are numerous coaching schools, training companies and consultancies who now offer ‘coach training’. Interest levels be excellent; some not the case hot. We had some major problems with the group which used in this particular not each and every trainers/coaches had the necessary skill and experience however result that everyone on the inside organisation received the same quality of your practice and study. I was extremely lucky in that i had excellent coach who was also a fabulous trainer.