What are the best ways to create a coaching program that is successful?
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— The LinkedIn Team
Coaching is a powerful way to help employees grow, improve their performance, and achieve their goals. But how can you design a coaching program that is effective, engaging, and aligned with your organization's objectives? Here are some best practices to follow.
Before you start planning your coaching program, you need to identify the specific needs and gaps of your employees, teams, and organization. You can use various methods, such as surveys, interviews, feedback, performance reviews, and skills assessments, to gather relevant data and insights. Based on your findings, you can define the purpose, scope, and outcomes of your coaching program, as well as the target audience and criteria for participation.
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Fabio Aloi
CEO @ ONE Friedman | Top Voice LinkedIn | Performance-driven training solutions
Os programas de coaching devem ter um objetivo claro de melhorias nas lacunas das lideranças e de liderados em métricas associadas aos negócios. Importante um diagnóstico amplo.
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Manaz Al Bukhari
People, Culture & Process Leader| Certified NLP Basic Practitioner | Distinguished Toastmaster
How I would do it if I were to join new into an organization would be to identify the current state of coaching. Method: 1. Conduct a survey to analyse the current situation in the field. 2. Conduct One on One Interviews to determine the gaps of coaching effectiveness.
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The next step is to select the coaches who will deliver the program. You can either hire external coaches, train internal coaches, or use a combination of both. External coaches can bring fresh perspectives, expertise, and credibility, but they can also be costly and less familiar with your culture and context. Internal coaches can leverage their existing relationships, knowledge, and trust, but they can also face challenges with role clarity, confidentiality, and time management. Whatever option you choose, make sure your coaches have the necessary skills, experience, and certification to provide quality coaching.
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Fabio Aloi
CEO @ ONE Friedman | Top Voice LinkedIn | Performance-driven training solutions
Montar e fazer parcerias com empresas de treinamento especializadas é o melhor caminho pois alia o conhecimento dos profissionais da empresa nas nuances internas com o amplo repertório das consultorias em conduzir os processos
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Meetu Mohanty
ICF PCC Path✨Life & Leadership Coach✨ NLP Practitioner ✨ Training✨ HR professional✨Access Bars Practitioner ✨ Reiki practitioner ✨Change Agent
While choosing an external coach it is very important and beneficial that the sponsor, stakeholders, HR and the coachee have transparency and clarity on the objective of the coaching, current challenges and the expected outcomes/milestones
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Once you have your coaches and participants ready, you need to design the curriculum and structure of your coaching program. You can use various models, frameworks, and tools to guide your coaching process, such as the GROW model, the SMART goals, or the 360-degree feedback. You also need to decide on the frequency, duration, and format of your coaching sessions, as well as the methods of communication and evaluation. You should aim for a balance between flexibility and consistency, allowing for customization and adaptation while maintaining clear expectations and standards.
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Fabio Aloi
CEO @ ONE Friedman | Top Voice LinkedIn | Performance-driven training solutions
Entendo que independente da ferramenta que vai ser usada ou modelo, importante construir os programas sobre situações vividas no dia a dia de cada unidade ou liderança, aplicar os workshops de debate conjunto e inserir as sessões de coaching como aprendizado contínuo.
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Áurea Santos
Top 10 RH Influencer América Latina 2.023 I LinkedIn Creator I Mentora de RHs I Escritora I Palestrante I Consultora l Live toda quarta ao meio dia @aureasantosrh
Seleção e Treinamento Adequados dos Coaches: A qualidade do coaching depende significativamente da habilidade e da experiência dos coaches. É crucial selecionar profissionais com as competências apropriadas, incluindo habilidades de comunicação, empatia, e conhecimento específico na área de foco do programa. Além disso, proporcionar treinamento contínuo e desenvolvimento profissional aos coaches garante que eles permaneçam atualizados com as melhores práticas e técnicas de coaching.
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The implementation phase is where you launch and execute your coaching program. You need to communicate the objectives, benefits, and expectations of the program to all the stakeholders, including the coaches, participants, managers, and sponsors. You also need to provide the necessary resources, support, and feedback to ensure a smooth and successful delivery. You should monitor and document the progress and results of the program, using both quantitative and qualitative measures, such as surveys, tests, interviews, or observations.
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Fabio Aloi
CEO @ ONE Friedman | Top Voice LinkedIn | Performance-driven training solutions
Implementar o programa com base no bom diagnóstico, como suporte aos workshops, investindo na formação de coaches internos que servirão como embaixadores dos temas
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Bruna Villafranca
Coordenadora Industrial | Especialista Lean | Yellow Belt
Um contrato para um programa de coaching bem-sucedido deve abordar claramente metas, responsabilidades, prazos e termos de pagamento. Defina expectativas e compromissos para ambas as partes, promovendo transparência e alinhamento ao longo do processo.
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The final step is to evaluate the effectiveness and impact of your coaching program. You need to collect and analyze the data and feedback from the previous phase, and compare them with the initial goals and benchmarks. You should also solicit the opinions and suggestions of the coaches, participants, and other stakeholders, to identify the strengths, weaknesses, and areas of improvement of the program. You should then report and share the findings and outcomes of the program, as well as the lessons learned and best practices, with your organization and relevant parties.
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Fabio Aloi
CEO @ ONE Friedman | Top Voice LinkedIn | Performance-driven training solutions
A melhor avaliação de um programa de desenvolvimento pode ser medido pelo indice de felicidade e pela mudança, ou melhor, pela melhoria dos indicadores do negócio para os quais o treinamento foi necessário.
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Carla Zamon
Talent Aquisition Specialist
Most certainly, the evaluation of a program will always be beneficial to the leader and to the audience. Insights from students who only feel comfortable speaking up anonymously can be crucial to improving a program. And the reflection of the program in the participants' minds will build value and retention.
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Manaz Al Bukhari
People, Culture & Process Leader| Certified NLP Basic Practitioner | Distinguished Toastmaster
Very important to recognize the talents. We may have to recognize the coaches and those being coached. That makes it an ongoing activity. Success of the effective coaching is understanding the 70:20:10 rule.
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Rebecca Parker
Director, Learning & Development | People Operations | Employee Engagement, HR Data & Analytics, Leadership Development
One key element for a successful coaching program is to foster a culture of open feedback and accountability. Encourage both coaches and coachees to regularly share their experiences, challenges, and progress. Implement a system where they can provide feedback on the coaching process and suggest improvements. This feedback loop ensures that the program remains dynamic and responsive, adapting to the evolving needs and goals of participants, ultimately leading to more successful outcomes.
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