QUESTION:  Making Coaching Programmatic?

Dear Merry,

I am a Director of OD and I've just launched a coaching program for my organization.  Since it's new I haven't tied everything together yet - for example, I am not yet measuring the results of coaching.  I am currently using various independent coaches.  Executives here seem happy with the results we are achieving.  But I feel that it could improve our results to make coaching in my organization more programmatic.  I wonder if there's a process I could use with these independent coaches to do this?  Or do you suggest I use one coaching company?

RESPONSE:  Coaching Process to Drive ROI

Dear Executive,

You are absolutely on target in considering whether to use one coaching company or multiple independent coaches.  There are befits to both.  The key though in making coaching in your organization more programmatic is that someone must be accountable for the success of the program overall - either you/your designee (if you choose to stay with independent coaches) or the coaching company (if you decide to go with a single company for all of your coaching needs).  The following are some guidelines for creating coaching programs that are structured and measurable that drive ROI:
 
1.    Create a Flexible But Structured Process:  If you choose to go with one coaching company, they may already have a structured and measurable process.  But if not, you will want to create a structured framework that is flexible and tailored to your company that each coaching assignment will follow.  This will allow you to identify major touch-points in the coaching process and then measure and evaluate the results of coaching at each major step along the way.

2.    Major Touch-Points:  Standardizing the major touch-points of a coaching assignment will allow you to more easily track progress and measure end results of coaching.  I suggest that the metrics are agreed upon upfront and that results are reviewed against these metrics.  In addition, this standardization can help to create a coaching culture within your company by reinforcing the same coaching language and process with each assignment.  Suggested touch-points include:
a.    Assessment - Using a standardized assessment for all of the coachees provides a common leadership lens and language.
b.    Objectives - Communicate the objectives of the individual coaching assignments by using a standard action plan.
c.    Measure the Results - Measure the results of Coaching in a Results Debrief Meeting in which the coachee:
i.    Reviews the original objectives of coaching and discusses what they feel the specific results were - both to them personally and to the business
ii.    And also asks for their boss's feedback on the results of coaching (return on investment) and next steps for ongoing development.
d.    Coach Evaluation:  The coachee evaluates their coach at the end of the assignment.  

3.    Evaluate Program Results & Make Improvements:  Have the person who is accountable for coaching (you/your designee or the coaching company) report back on these major touch-points and on the higher level status of the program overall.  Then taking all these data points into consideration, you can evaluate which coaches are giving you the best return on investment and which parts of the coaching process are successful or may need improvement.  Then work with your coaches or the coaching company to fine tune areas of improvement.  

Whether you use many independent coaches or a single coaching company, making coaching in your organization more programmatic and measurable can yield big benefits for your organization driving greater return on investment.


Dare to Deliver!
Merry

Merry Marcus
President
www.breakthroughconsulting.com