3 Responses

1. it depends what you mean by “introduce”
   Yuvarajah,

   If you mean “make them aware of coaching” then a straight presentation may suffice.

   If you mean “help them to start coaching” then a blended learning soluion with some e-learning followed by some workshops (containing some discussions and practice sessions) may fulfill your needs.

   If you mean “develop an organisational culture of effective coaching” then you will probably want to provide everything in the second paragraph above, plus some ongoing action learning and or coaching for the managers and a communication programme for the other staff.
   You will probably also want to put coaching KPIs into managers jobs to ensure that they are given the time to coach their staff, then you will want to build this into your competency framework and induction programme in the future to ensure that it remains live and doesn’t become the “Lost Initiative of 2008”

   I hope this helps

   Rus

2. Coaching Culture
   Dear Rus,

   Thank you for your response.

   By introducing, I meant developing a culture of coaching among management. I agree that acquiring the competency is just part of the crusade. The major challenge is in making it stick without having to monitor it as a KPI!.

   I guess, for the moment, I will have to take it one step at a time and peg it as part of their performance delivery.

   Thank you for the tips.

3. It’s an attitude not a commodity
   Coaching differs considerably from any other form of knowledge transfer. Coaches need to have the right attitude, backed up by a number of techniques which they can use at key moments.