The growth of coaching, the growth of people, the growth of results and the growth of sales: this is what our clients are looking for when they embark on a process to improve training within their company. To ensure success, it is essential to understand the four-step process that will help you prepare for coaching. Measuring organizational performance is the first step in the process. This allows you to gain clarity about the effectiveness of your current training and how you should improve.
Education and training are the second step, but it is important to remember that these should not be viewed as standalone events. To ensure that knowledge is applied and change is implemented, it is necessary to create a collaborative environment that brings together people who are trying to improve their behavior as a coach. The third step is implementation. This involves holding meetings that focus on exchanging best practices and discussing challenges. These meetings also create responsibility when it comes to implementing training activities, since it is difficult for coaches to participate if they haven't done the work.
The fourth step is tracking performance after training. This allows you to analyze data and understand the difference between teams' levels of performance. Bill Eckstrom, co-author of The Coaching Effect, is the founder of the ECSell Institute, a research-based organization that works with international leaders to help them better understand, measure and raise the impact of coaching on performance. The “awareness-raising” stage of an executive coaching intervention begins with a meeting between the coach and the executive team. At this stage, the coach participates in discussions to understand the client's background, goals, and expected results and to ensure that the client's team is committed to the training process. The second stage of an executive coaching intervention has to do with analysis.
The customer can carry out one or more evaluations and other interested parties are interviewed. Subsequently, a meeting is held between the coach and the client to establish expectations, analyze the target competencies to achieve success and understand the results of the interviews with the stakeholders. The final stage of the executive coaching intervention is the achievement stage. This is when surveys are sent to stakeholders to provide feedback on the customer's improvement and progress. The results of these surveys are discussed with the customer and, if necessary to correct the course, are documented. Simply put, if you want to create a high-growth culture, you need a consistent execution of the entire four-step process.
Preparing for each session ensures that time together is maximized for both the client and the coach. Successful executive coaching is a defined process with a framework in which each coach and client can customize steps and activities to reach maximum effectiveness. Studies have shown that coaches can improve their practice by using mindfulness as a preparation tool (Passmore, 200). After establishing a good relationship and establishing trust with the client, it is important to analyze and explore. The customer must be prepared to discuss steps to follow, obstacles that stood in their way, and how they can move forward. In-session preparation means creating a safe environment, establishing a good relationship and establishing trust with the client during training sessions.
When coaches use this four-step process in their training sessions, they will have more effective training sessions, drive client results and encourage change. To become an effective coach requires an understanding of how best to prepare for each session. By following these four steps - measuring organizational performance, providing education and training, implementing activities and tracking performance - coaches can ensure they are providing their clients with an effective experience.
