Investing in leadership coaching skills has paid dividends for many organisations but there are some simple ‘do’s and ‘don’ts’ to ensure a return on your effort. Here’s how:
- Start at the top – employees need to see their leaders using coaching and understand that it works at all levels of the organisation
- Manage expectations – coaching skills training doesn’t equip a manager to be a coach or mentor, but does prepare them to use core skills in the workplace
- Insist on action – running a course is not enough, insist that delegates use their skills in the work place and measure how they are getting on. Close the 'knowing-doing' gap.
- Build internal capability – take the opportunity to grow internal talent by getting them involved in the programme
- Run in isolation of business strategy – make sure the link with your leadership development and business strategy is obvious and logical.
- Sheepdip – consider who will get most value from developing coaching skills . Make them your priority.
- Use an unqualified supplier – ensure that any training partner can demonstrate real results. Look for professional qualifications and relevant experience. Ask for recommendations. Meet the trainers and check the ‘chemistry’ works
- Use an off the shelf programme – tailor the language and models to fit with your business environment. Use a pilot to ensure the content is effective and backed up by robust, up to date material
We are experts in designing and delivering leadership coaching skills programmes. Contact us to find out how we can help you transform your organisation