How does Organizational Coaching work?

Coaching, as described by Robert Hargrove, author of Masterful Coaching:

'unleashes the human spirit and expands people's capacity to achieve stretch goals and bring about real change'.

Perhaps the first step is to gain agreement that coaching is an option for your firm. This agreement may be initiated from the top management or as a suggestion from further down the management chain. In any event, (as with all long lasting interventions) support for coaching is a must from the top down.

Methods for gaining an understanding of coaching requirements for your company range from holding Focus Groups to conducting 360 Degree feedback sessions.


Pivotal Coaching can help you understand your exact coaching needs


Once agreement has been achieved in principle, there remains a choice to be made about HOW the coaching will be undertaken. Again there are choices – should you train your own in-house coaches or use qualified outside coaches?

What are the objectives of the coaching sessions? Who should be coached? What outcomes can we expect? What should be the duration of the coaching program?


Pivotal Coaching can help you design a coaching program that will reap huge benefits


So, the program has been designed and is up and running it seems to be working well but, how will you know how well it has worked? Did you achieve your initial objectives, what tangential benefits were gained?

 

Pivotal Coaching can help you evaluate your coaching program with methods ranging from a complete statistical analysis to sensing surveys to reviewing increased performance through such things as KPI’s.

 

Examples of Coaching Programs designed by Pivotal Coaching For executives:

  1. Need determined at board level for a coaching program through recommendation from Human resources.
  2. Pivotal Coaching approached to consult on overall program strategic objectives
  3. Focus Groups held to determine areas requiring strengthening through coaching
  4. A complete statistical evaluation of Focus Group data leading to the program design and a Coaching Pilot group
  5. Selection of candidates and Pilot Group kick off
  6. Coaching of Pilot Group candidates and continuous evaluation of the efficacy of their coaching experience. The coaching program consisted of one, 1 hour coaching phone call per week for six weeks.
  7. Final Summative Evaluation and statistical analysis of the results

 

For Supervisory Development:

  1. Need determined at manager level for a coaching program through recommendation from the Training Manager.
  2. A Pivotal Coaching program designed to suit the exact needs of the company’s strategic needs and Supervisory Staff
  3. Program elements were:
    • 1 – Full day coaching session with each supervisor to establish direction, vision, areas requiring strengthening
    • 2 months of follow-up phone coaching to help with continued focus and integration of skills
    • Ongoing support through coaching as required calls
  4. Final Summative Evaluation and statistical analysis of the results

 

For individuals and groups within the organization:

  1. Need determined at an annual appraisal or by suggestion for coaching.
  2. A Pivotal Coaching program designed to suit the exact needs of the Individual and company
  3. Program elements were (for individual and groups)
    • 1 – Full day coaching session to establish direction, vision, areas requiring strengthening
    • 3 to 6 months of follow-up phone coaching to help with continued focus and integration of skills
    • Ongoing support through coaching as required calls
  4. Summative Evaluation of the results

 

Coaching programs are constantly being designed by us to help individuals and/or groups within organizations to develop skills, plans, communication effectiveness, increased productivity, creativity etc.

Please call us to find out how we can help you with your exacting requirements.