Quelles sont les meilleures façons de créer un programme de coaching qui réussit ?

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.

First of all, it's crucial to adopt a holistic approach that goes beyond individual needs. Connecting it to OKR or Dept goals will also increase buy-in by showing the pragmatic impact of obtaining a new skill. Additionally, some people might struggle with an open-ended and abstract "What skill do you want to improve upon" or "What does your team need" (especially if the team is performing well already). The question's POV could be pivoted to "Are we facing any constant roadblocks or missing some key knowledge?" or even "What's making that team shine, and how can we replicate it here?".

Assess your needs. Choose your coaches. Design your curriculum. Implement your program. Evaluate your program. Here's what else to consider.

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.

Here are my 2 cents on how to create a coaching program that rocks! - have a proper diagnosis process of the needs and define clear goals for the programme. - connect the learning goals to their KPIs, department goals or challenges that they are facing. Make sure you highlight how they can apply what they learn for themselves! - partner with internal coaches who will serve as ambassadors of the programs, and help get buy-in from employees. - handpick top-notch coaches & facilitators. - establish accountability, celebrate victories, and weave a culture of continuous learning.

There can be many goals with coaching, but a consistent measure of success is behavior change. I believe that pairing external professional coaches, with internal champions, like HR or managers, is the most effective way to deliver effective coaching sessions that achieve the greatest behavior change and ROI. We may pay a little more when we hire professionals, but we end up spending less over time when trying to get employees bought in and applying what they've learned.

Choosing coaches who can “deliver” is a critical ingredient. Successful coaches possess an arsenal of interpersonal and communication skills and knowledge of business or industry. They are adept at building and nourishing relationships built on mutual respect and trust. They possess well-honed active listening skills and a high degree of self and cultural awareness which helps them adjust their approach, learn from their experiences, and continuously improve their coaching. They demonstrate a high degree of flexibility and can adjust their approach to meet diverse needs. They can provide constructive feedback as well as feed-forward guidance, emphasizing future-oriented development. Good coaches are a precious resource.

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

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

In my experience, using external coaches is most effective when the topic is highly specific and needs an experienced specialist in the field. Then hiring an external coach with vast experience in the field would be very helpful, without forgetting the role a facilitator from the organization itself to help break the ice, bridge the gaps and make the coaching experience easier and more useful.

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.

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.

Definição Clara de Objetivos e Resultados Esperados: Antes de iniciar um programa de coaching, é essencial definir claramente os objetivos e o que se espera alcançar com o programa. Isso inclui estabelecer metas específicas, mensuráveis, alcançáveis, relevantes e com prazos definidos (metas SMART). Ter uma visão clara do que se deseja alcançar ajuda tanto o coach quanto o coachee (cliente) a manterem-se focados e direcionados durante o processo.

Monitoramento e Avaliação Contínua: Para garantir a eficácia do programa de coaching, é importante implementar um sistema de monitoramento e avaliação. Isso inclui o acompanhamento regular do progresso em relação aos objetivos estabelecidos, feedback contínuo do coachee e ajustes no programa conforme necessário. Avaliações regulares ajudam a identificar áreas de sucesso e aquelas que precisam de melhorias, permitindo que o programa evolua e se adapte para melhor atender às necessidades dos participantes.

In my experience, I have found more success focusing on what I want the audience to be doing versus what I want them to learn. When they experience and feel the subject matter, there seems to be a greater retention and appreciation for learning journey.

Implementar o programa com base no bom diagnóstico, como suporte aos workshops, investindo na formação de coaches internos que servirão como embaixadores dos temas

The most important point to consider here is that treating coaching a standalone or 'bolt-on' activity will not yield the best results. Coaching is as much a consequence of organizational culture as it is of skill building. Therefore, a top-down approach of enabling leaders will lead to more powerful, sustainable results and will motivate line managers to adopt coaching as an essential performance management tool.

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.

When implementing your coaching program, WHO is selected to coach and sponsor is critical. Organizations need to ensure the right coaches are selected. They need to support and demonstrate the best practices that the organization wants to implement.

The implementation phase is critical for the success of any coaching program. It's essential to clearly communicate with all stakeholders and provide the necessary support. However, I can't help but wonder if dedicating so many internal resources – in terms of people and time – is the most efficient approach. I am biased considering my position, but bringing in a specialized company that has a track record in this area can be more effective. These companies already have the systems, expertise, and experience in place, which can streamline the process and yield better results. It's all about finding the right balance and making the most of our resources, right?

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.

Analyzing data and feedback is key, but I've found that the most insightful revelations come from face-to-face (or one online meeting) discussions. Imagine a meeting where external coaches, managers, and the employees who received coaching all come together. It's in these conversations where you really hear about the subtle yet significant changes in work relationships and team dynamics - aspects that are hard to capture in reviews and surveys. In my experience, such interactions often uncover how people have started to collaborate better and support each other in ways that numbers alone can't fully convey. It's these human elements that truly reflect the program's success and its real impact on our day-to-day work life.

Some ideas for feedback sessions from peers to observe coaching sessions: Structured Observations: Have peers use a predefined observation checklist to note specific aspects of the coaching session, such as communication, active listening, or goals setting. Post-Session Debriefs: After the coaching session, gather peers to discuss their observations, focusing on what worked well and areas for improvement. Group Discussions: Hold group discussions where peers share their observations, allowing for a collective analysis and suggestions for improvement. These feedback methods can help coaches receive valuable insights and constructive criticism from their peers, facilitating their growth and improvement. 💚💙

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.

Coaching is a marathon. Unlikely many corporate training or learning programs it requires sustained engagement over time. This creates incremental yet consistent growth, leading to a growth mindset. HR is often challenged with executing longer-term programs like this, for a variety of logistical reasons. So as you build a coaching program, consider how third-party providers can help. The benefit of a third-party provider is that their focus will be singular, the success of your program. They won't have the push-and-pull of org forces that distract or even derail HR. Plus, you won't be starting as a beginner. Vetted providers will deploy all of their experience to your v1, making the chance of success much higher and avoiding risks.

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.

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.

In a collegial coaching interest, I find the passion of the coachee. Have them embrace discomfort while on the evolutionary guidance and finish with their passion associated to the task at hand. Thinking on your feet and adapting their new found insight feeds the critical pathway to overcome any lack of continuity.

What are the best ways to create a coaching program that is successful? 1. Listen to information, understand and study current problems where they work. 2. hold discussions with them to get as much information as possible and understand the most critical aspects of the existing problems. 3. Create analyzes and work plans to provide coaching programs to them. 4. carry out coaching and evaluation programs and other things to see whether they can provide benefits and provide positive input for their company for the next steps. etc.....