P.O. Box 1016 Corona del Mar, CA 92625 (949) 644.2480 jramstedt@aol.com
|
How Do We Select a Coach? Many coaches are referred by word of mouth or through professional coaches organizations such as the International Coaching Federation www.internationalcoachingfederation.com. In order for the relationship to produce the results you desire it is helpful to establish a set of expectations and criteria to understand what type of coaching style, methodology, and processes will give you and your organization the best results. Initially, I recommend you develop a set of standards for assessing coaches as you would with any other position in your organization. Familiarize yourself with the different types of credentialing programs. Certified coaches are required to participate in lengthy training and demonstrate competencies, as outlined by the International Coaching Federation (ICF). In addition, most individuals are required to demonstrate an established skill level in the coach/client one to one interaction. Some organizations and individuals feel they need to retain a coach who is a subject matter expert in their field or profession. For example, a senior executive may wish to be coached by someone who has led an organization of similar size and scope. While this is a consideration it is not imperative. Individual perceptions and beliefs may differ on this point though, as there is a blurred line between coaching, mentoring and consulting. However, it is helpful to understand the subtle nuances and differences between the services being offered as there is different focus, experience and result with each discipline. What should we expect? Spend some time asking the coach about their process and methodologies. This information should be made available and may be outlined in some detail in a coaching agreement. How many sessions, the length, and location of the meetings, written plan, accountability, price and point of contact is all information contained in the agreement. Be sure to include the coaching client in the process early on. To create the most successful and productive relationship ask the prospective client to meet with and select their own coach. It is important that the client feel comfortable and believe that they can make progress with this individual. Another key element of the selection process is the coach’s desire and ability to adapt their processes and methodologies to the individual’s learning style. The first conversation should not be about drawing up a plan, but about understanding the client’s ability to synthesize and process information. Create a coaching plan that links to your business strategy and goals If the engagement involves leadership development, ask yourself how will this program/plan support to the fulfillment of our strategic business goals? Plan for on-going support and integration by incorporating individual or group meetings into the process. Include the client’s direct manager in a three-way conversation and/ or incorporate leadership circles into the organization. This additional support will help the client integrate and reinforce fledgling behaviors and beliefs. How will we know this relationship has been successful? Develop a measurable and achievable plan of action that ensures the client will move from one point to another. Once the parties have worked through these details the results will be assured a greater chance of success. Look for ways to measure the return on investment (ROI) of coaching in your organization. Typical measurements include turnover statistics, increased sales, employee satisfaction, and reduced absenteeism. While those variables are difficult to measure ask your employees to participate in a debriefing process by questioning their perceived value of the experience. |
Another website by COSMIC-Designs
