As I mentioned in my last post “Coaches can make and save you a fortune”, training without coaching is a waste of money. If you think by sending someone on a course that all their needs will be fixed and they will return to work a new person you’re kidding yourself.
I would like to propose that in addition to engaging a professional coach you build your own. Once again this doesn’t mean sending them on a course and expecting them to become super coaches when they come back – this is not going to happen.
Here’s what you should do:
- Make being a coach part of an individual’s KPI’s and weighted as important.
- Enrol them in a well-regarded coaching program conducted over a time period of time 12 – 18 months – not just 3 days. This way the learning can be practised, discussed and embedded.
- Conduct supervision. Every month of every year coaches come together to discuss their coaching progress under the supervision of an external qualified coach.
- Professional development. Ensure that professional development is undertaken each year that enhances their coaching skills.
- Evaluate their coaching effectiveness through a 360 review feedback mechanism.
Coaching is one of the skills a manager needs to have, and with it many benefits can be realised:
- Difficult people become easier to deal with
- Teams become more empowered and motivated
- Sick/stress leave declines
- Productivity increases
You can allocate the savings against each of these and they add up very quickly.
So in addition to engaging professional external coaches, consider building your own!