How to Implement & Position Coaching in Organisations€¦ · –Organisational structure? Culture?...
Transcript of How to Implement & Position Coaching in Organisations€¦ · –Organisational structure? Culture?...
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How to Implement & Position Coaching
in Organisations
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Thank you for making me feel
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What would you like to walk away with?
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What I would like to share
USP’s of Coaching
Using Coaching in Organisations
Implementing Coaching
ROI & Supervision
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How would you sell Leadership Coaching?
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Who buys coaching and why?
• Who?
– Senior leaders and Top Line executives (Sherpa 2013)
• Why?
– Focus & Goal achievement
– Accountability
– Challenge & support
– Soundboard & objectivity
– Awareness
– Clarity
– Unavoidable reality of development
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How would you sell Performance Coaching?
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Coaching “You might be on the right track, but if you just sit there
you’ll get run over.” Will Rogers (US Humorist and actor 1879-1935)
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A hard sell…
• It’s not a product
• It’s a service
– Relationship
– Word of mouth
– Experience
– Results
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Before selling coaching
• Learn about the Organisation:
– What immediate need do they have for coaching?
– What is currently going on in the organisation?
– What results do they expect coaching to have?
– What level of leaders will be coached?
– Have they experienced coaching before?
– What other development was/is/or will be done?
– Who else will be involved in the process?
– Organisational structure? Culture? Leadership style?
– Do the leaders have assessments of self? 360’s?
– What about feedback? Confidentiality?
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What are your thoughts on the benefits of coaching?
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Feedback
• Increased awareness
• Clarity of thinking
• Better self management
• Work life balance
• Increased productivity
• Greater confidence
• Better decision making
• Better leadership
• Clarity in communication
• Increased motivation & resiliency
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Summary
• Great coaching and unrealistic expectation will fail
• Great coaching in the wrong context will fail
• Coaching must be actively managed
• Match the expectation and the need to the coach and you have a winning combination!
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Why coach in organisations
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Basic Coaching is Coaching
• Interventions differ based on
– Context
– Purpose
– Skills & abilities of Coach
– Tools & assessments used
– Flow of the intervention
– Directive or non-directive balance
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How could you use Coaching in business?
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Feedback
• Leadership development coaching • Executive coaching • Leading change coaching • Wellness coaching • Performance improvement coaching • Productivity coaching • Personal development coaching • Onboarding coaching • Fast tracking • Retrenchment coaching • Retirement coaching • EQ coaching • Learning environment coaching • Team coaching
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Reflect and write down
• If money, time and buy-in was not an obstacle…
– Where in your organisation would Coaching have the biggest impact right now?
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What realities would impact interventions in an organisation?
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The coach’s place in the system
• Ethical dilemma: Who is the client? – Complexity of information carried by the
coach
– Role clarification for the coach
– Confidentiality in reporting
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External vs. Internal Coaches
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Guidelines for introducing a coaching change programme
in organisations
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Package Coaching
Model
Philosophy
Tools
Integration & Context of the organisation
History
VVMO
Organogram
Initiatives
Needs
Expectations
Challenges
Present your plan
Proposal
Plan
Duration
Fees
Outcomes
Contract!
Feedback
Reporting
Logistics
Record keeping
Admin
Deliver
Match
Coach
Assess
Supervise
Report
Admin
Conclude
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Where will Coaching have the biggest impact?
• What do you want to achieve through coaching?
• How do you see the coaching process? • What actions need to be taken in order for the process to
happen? • Who needs to buy in to the process? • Who else needs to be engaged in the process to support
its success?
X X
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A Sample Coaching intervention
1. Intake
2. Goals
3. Agree goal
4. Triad
5. Assess
6. Coach
7.
8. Review
9.
10. Close
B u i l d i n g R a p p o r t
D o i n g
t h e W o r k
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Assessment tools for consideration
• Coaching Readiness • Needs analysis • Personality preference / Individual styles
– SDI; Insights; MBTI; DISC, Thomas Profiles, Lumina, NBI etc…
• Learning styles – Honey & Mumford; Kolb
• Leadership – 360 Assessments; Leadership Mystique
• Values – SF Values; Barrett Scale
• EQ – BarOn EQ; Hay Group ECI; EQ Map (Essi Systems)
• Organisational culture • Team culture
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Measuring the effectiveness of coaching
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A few variables influence ROI
• Type of intervention
• Organisation
• Readiness for change
• Purpose of coaching
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What should be measured
• Learning
• Behaviour
• Change
• Bottom-line
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Return on investment (ROI)
• Earning vs. Investment
• So in the context of coaching, the earnings become the net benefits from the programme (monetary benefits minus the costs) divided by the investment (the actual cost of the coaching).
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3. Benefit calculation Indicator of impact
Estimated annual monetary value of performance improvement
Percentage improvement due to coaching
Percentage confidence in this estimate
Value
Increased ability to set motivating sales targets for team
R235 000 50% 75% R88 125
Reduced meeting time
R30 000 80% 60% R14 400
Faster resolve on team issues affecting delivery
R180 000 100% 80% R 144000
TOTAL R246525
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5. ROI final calculation
Calculate the fees of the coaching engagement. This needs to include the following:
• Professional fees charged
• Client’s time to participate in the coaching sessions
• Costs of material used (meeting rooms, assessment tools)
• Travel expenses
• Admin costs
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Formula
• ROI: ((Benefits – Costs)/Cost) x 100
• (R246525-80 000) / 80 000)x100 = 208.15%
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Supervision
‘Every Coach, needs a coach’
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Discussion time
• Let’s look at the question box
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Check out
• What did you find most useful?
www.strongfoundation.co.za