Coaching strategy

BSBLED806 Plan and implement a coaching strategy

This unit is about planing and developing a systematic coaching strategy and monitoring its implementation in an organization. This unit applies to leaders seeking to ensure that learning improves individual and organizational capabilities. It does not include giving coaching yourself.

For the purposes of this unit, coaching is "a defined relationship designed to improve performance in a specific area". It is usually for a defined period and may be documented in a personal learning and development plan. It requires good interpersonal relations and isn't necessarily managed in a hierarchical relationship. Coaches need to monitor performance, maintain confidentiality, provide learning opportunities, and give constructive feedback.

You will need to follow these requirements in a way that works in your organization’s context and meets it needs. (In other words, don’t make a complicated extra system that works differently from how you do everything else.)

 

How you will be assessed

You will be assessed through:

 

Practical

You will be assessed in the workplace in a safe environment with access to:

You need to show that you have:

  1. Developed a coaching strategy according to your organization’s needs including:
    1. developing a timeline to implement strategy
    2. asking for support from others
  2. Planed and designed a coaching program including:
    1. designing tools and resources
    2. analyzing compliance requirements
    3. establishing a recruitment/admission system.
  3. Implemented the strategy according to operational requirements
  4. Ensure coaches have support
  5. Monitor, review and report on implementation, using coaching data to recommend improvements to the coaching strategy.
  6. Follow to relevant policies and procedures.

 

 

Interview/assignment questions

  1. What are the components of a coaching strategy? Describe each one.
  2. Explain the basic steps in how to coach someone. What particular techniques are most helpful?
  3. Explain the principles you used on designing your coaching program.
  4. How would you design a coaching program for your staff members? Who would you know whether it was working or not?
  5. What are the main things that can go wrong in a coaching program?
  6. What is different in coaching people of different ages? What would you do differently for an 18 year old, a 40 year old, and a 60 year old?
  7. How do resource requirements vary according to the coaching program model used?
  8. What methods did you use to match coaches and trainees
  9. What methods did you use to match and manage coaches and trainees
  10. What kinds of differences between coaches and trainees have?
  11. Explain how to resolve differences between coaches and trainees.
  12. What legislation, regulations, policies, procedures and guidelines relate to workplace coaching (e.g. confidentiality and privacy).
  13. Describe how to collect coaching program data. What other methods can be used? Why did you choose the method you did?
  14. Describe how to store data coaching program data.
  15. Outline your methods for evaluating a coaching programs. What other methods can be used? Why did you choose the method you did?
  16. Outline methods for reporting on coaching programs. What other methods can be used? Why did you choose the method you did?

Note: Your assessor may also ask you a variety of what if questions.

 

Detailed requirements

1. Develop a coaching strategy

  1. Do some research. Find out whether your organization really needs a coaching program.
  2. If it’s useful, find out what the role of the coaching should be.
  3. Write or adapt a coaching procedure that suits your organization and its needs
  4. Decide:
    1. Why do you need the coaching program?
    2. Who will be involved?
    3. What their roles will they have?
    4. What responsibilities they will have?
    5. What outcomes you expect?
  5. Develop time lines for implementing the strategy in consultation with relevant stakeholders
  6. Get your organization’s support for the coaching strategy according to its procedures.

 

2. Prepare to implement your strategy

  1. Plan how people will get coached (e.g. face to face, on-line mentoring, individual or group). It needs to work in your organization and meet the goals of the program.
  2. Plan how you will give induction.
  3. Design tools and resources for coaches and trainees
  4. Check any legal, regulatory and organizational compliance requirements for coaches and make sure you comply with them (e.g. confidentiality and privacy).
  5. Establish a process for recruiting coaches and trainees.

 

3. Implement your strategy

  1. Promote coaching program
  2. Recruit and select coaches and trainees
  3. Establish means and procedures for matching coaches with trainees and managing the coach-trainee relationship (e.g. do you need a form to set goals and sign off that the trainee can do whatever they were learning?)
  4. Induct, match and brief coaches and trainees.

 

4. Monitor and support the strategy

  1. Chcek that the coaching strategy is implemented consistently with work practices and operational requirements.
  2. Give coaches access to any professional development and support they need to coach effectively and efficiently.
  3. Plan a way to resolve differences and problems in coaching relationships.
  4. Monitor coaching relationships to ensure they are follow your organization’s policies and procedures.
  5. Recognize and acknowledge the positive contribution individuals make to coaching.

 

5. Review and report on the strategy

  1. Collect, analyze and report data on the outcomes of coaching at individual or group level. (Choose a way of collecting data that is appropriate to your organization’s context and needs. Hint: keep it simple.)
  2. Identify ongoing opportunities for coaching and promote them.
  3. Identify and promote ongoing opportunities for coaching in accordance with individual and organizational context and needs.
  4. Evaluate the coaching strategy, document your findings and present your recommendations for improvement.

 

6 . Other.

  1. Manage tasks and contingencies on the job.
  2. Follow Commonwealth and State/Territory legislation, Australian/New Zealand standards, and industry codes of practice.