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Before you Employ a Coach(es)

From our research and work with clients, we offer the following suggestions.

If you have any interest in being coached or to have an employee coached, please consider the following four(4) Action Steps to sharpen your focus.

Step 1
Decide if you have a coaching need.

 Do you have plenty of great plans but you can’t quite implement them all?
Have you or an employee lost some of the drive and clarity of direction that you need to really lead and give your career or business a lift ?
Are you so flat out working in your business that you lack the time to work on the business?
Are you or any of your employees experiencing obstacles which stop you achieving agreed goals?
Are you concerned about the need to retain talented people and to plan for succession?
Is there any member of your team who needs and/or deserves a development experience to improve her/his management and leadership capability?
Are you experiencing difficulties with a team (or individual) which is not creating the value you need and missing opportunities to be solutions focused and innovative?
Do you want to regain a greater sense of meaning in your work and life?


Step 2
Decide how you will address these challenges/needs.

If you answered YES to one or more of the challenges above, then consider if you can and will get on top of these challenges in a timely way by yourself? Might a training program, enrolment in a university course or attending a conference resolve the need? Or could a small investment in a coaching program for one or more individuals add value, accelerate the change process and get the job done? Time is money and action is better than procrastination.

Step 3
Check the potential benefits of coaching

What is there about the coaching methodology which suggests that it will be more effective and give you results quicker and be more sustainable than other development strategies?

Which of the following 12 benefits of coaching are important to you?

1
 Coaching is tailored to the specific need and is highly personalised
 2
 As a follow-up to training, it helps embed learning and can be the 'missing link' to ensure that desired changes and outcomes are achieved
3
 It requires absolutely no time off-task. It has no associated travel, accommodation or down-time costs. Being coached is the same as doing the reflective and planning side of one's job
4
 Measurable, tailored outcomes can be negotiated from the outset
5
 It provides a confidential, private, impartial thinking partner and sounding board
6
 It can vary in duration according to the initial need as well as emerging needs
7
 If it's professional, it will employ models of coaching and methodologies which create lasting human and organisational change
8
 It is always action-learning based
9
 Its subject matter is at the intersection of organisational, job role and personal challenges
10
 The coachee develops lasting self-coaching skills and the ability to build coaching into her/his own influencing and management at work
11 Coaching creates sustainable change because it is not imposed, is based on internal motivators and works from strengths
12
 Investment for the service can be based on a set fee or on agreed performance outcomes or a mix of both

Step 4
Decide how to choose a coach

Our experience at the Centre for Professional Coaching tells us that companies and individuals will use a mix of criteria when choosing a coach or coach company.

Which of the following 14 coach-selection criteria are important to you?

1 Credibility of the individual coach(es) based on maturity, wisdom and experience
2 Professionalism as conveyed through personal dealings on inquiry, systems, communications and publicity material
3 Honesty, confidentiality and an ability to quickly build very effective relationships with you or your employees
4 Specific expertise. (Coaching requires a specific body of professional knowledge and solutions focused behaviours, skills and attitudes)
5 Capacity to administer a range of profiling and assessment instruments
6 A choice of coaches with expertise who are specifically coach trained at a post-graduate level
7 Coaches who are members of and who commit to the ethical code of conduct of the International Coach Federation or other recognised professional coaching association
8 A robust coaching model which is intellectually sound and has achieved results for other individuals and businesses
9 Capacity of the coach(es) to positively influence the broader leadership culture of the organisation
10 Recommendations, referrals or testimonials from current and past clients
11 Capacity to manage a thorough evaluation methodology and to report confidentially
12 Competitive fees for whole coaching programs
13 Capacity to monitor and supervise an across-company coaching program
14 Capacity to transfer coaching capability to your people.

What next?

If what you've read excites your interest so far, please be proactive and call The Centre for Professional Coaching today for a conversation and to consider making an appointment. One of our team will spend an hour with you and share our experience of coaching, answer your queries and explain how a coaching program can be designed and delivered flexibly to meet your personal and business needs.

Please contact us by email or call CoachCorp today on                (03) 9872 6474.

 

 

Coaching is applauded by thousands of companies world-wide. IBM would not have had 50,000 of their employees coached if it was not working for them! In its study of coaching outcomes in 2001, The Manchester Group in the UK, found that executive coaching can achieve almost six times the initial investment. Because of the return on investment, International Power Australia, (IPRH & IPRA) has continued to engage CoachCorp since 2002. Thirty of its employees, including two CEOs, have benefited from this leadership coaching program to date.
Call us now to find out how to overcome your challenges!

‘The coaching conversations with Ross - they have been fantastic. I have really enjoyed being coached and found it extremely inspiring and useful.’

Melinda Lloyd, Visual Merchandising Consultant
- CoachCorp client

'I think the coaching process far exceeds that which could be achieved through traditional seminars or workshops etc. The fact that coaching is a one-on-one process, conducted on a regular basis over an extended period of time; rather than perhaps a more concentrated time with more participants; better lends itself to success'.

Ben White, Canberra
- CoachCorp client


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