In the age of lower budgets, leaner workforce and the need to pass the knowledge of the strong retiring generation to the emerging one, coaching can help companies remain competitive and enhance productivity a lot. How to ensure that your coaching program works? According to the Talent Management website, you should base your program on the following facts.
Technical expertise of coaches is not enough
Technical skills are only half the battle. The coach must be empathetic, patient, good listener and a good teacher, too.
Bad behaviors spread just as easily as good ones
Coachees adopt the behaviors of their coaches. The aim of your program should, therefore, be not only the opportunity to see how coaches understand success, but also to teach company standards and procedures.
Coaching must be seen as real work
Effective coaching relationship requires concerted efforts by both sides and therefore also time away from daily work. It is not enough to rely on a meeting over coffee once a month or random conversations in the hallways. You should expect that coaches may need some leeway e.g. to defer the completion of their projects.
Plan, agree, act and measure
The same rules apply for the coaching relationship as for other trade agreements. Discussions should be based on on mutually agreed objectives according to a jointly agreed plan. The individual steps must be measurable.
New coaches should have their own coaches
New coaches should get their own coaches who will have experience with both sides of the coaching relationship and emotional intelligence to help new coaches manage conflicts and frustrations that will arise.
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