How we will work with you
Phase 1: fact finding
We look to find out what the organisation is doing with coaching, and what its goals are. We’ll ask for a questionnaire to be filled in, then have a site visit to meet senior leaders and colleagues who play a role in shaping the organisation’s culture.
From this a report will be produced, with recommendations for the short and long term
Phase 2: developing a plan
All plans are individual to each organisation, so they differ. Below is a list of the types of activities that typically appear on plans:
- Identifying and agreeing a long-term coaching strategy
- Appointing a champion(s) to manage and maintain momentum
- Define how coaching will be accessed: regularity; coach allocation; ringfencing time
- Identifying and recruiting initial cohort of coaches
- In depth coach training for coaches, possibly attached to a qualification
- Lighter touch coach training for all managers, so they can use coaching skills in their day to day interactions
- Individual development plans, how to get the most of out being coached – whole staff training
- Ways to measure the benefit of coaching are developed and agreed. Linking coaching to the organisation’s wider vision
- Regular reviews of coaching taking place – coachee surveys; further training and action learning for coaches
- Sharing of the coaching experience with clients and stakeholders
Phase 3: implementing the plan
Some of the above activities require further training, which we are happy to provide. Others can be taken care of in-house. In either case, the plan will outline exactly how it will be implemented, so that everyone is clear, and that the process is seamless
Often great ideas get developed in organisations, with lots of momentum, but the implementation is where it slows down or gets confused. We’ll follow a plan-do-act-check process used in project management to ensure that your great ideas are turned into reality
Now is the time for coaching
We have all seen the changes that are taking place in the world of work recently. Different working patterns, the growth of home and remote working, budget restrictions in the public sector, higher expectations of productivity from employers, higher expectations of job satisfaction from employees….
There are many ways to address these issues. We promote coaching as the way that impacts on so many of the challenges that organisations and individuals face. Coaching:
- Increases self-responsibility and empowerment at all stages of the organisation (CIPD 2015)
- Has a direct impact on productivity, performance and wellbeing (Sherpa Global survey 2015)
- Helps to contribute to a culture of inclusiveness where people want to work (Tesco review of coaching 2014)
Up to 40% of Fortune 500 companies and Sunday Times best employers’ companies use coaching – so how about your organisation?
Read our FAQs for Creating a coaching culture
Create a coaching culture