![]() "Contracting" is a conversation with the client to reach agreement on the scope of work, roles and responsibilities, and important components of the process. OD will then assume responsibility for managing the contract, except for financial management, with the coach from start to finish, to monitor progress in collaboration with the sponsor and/or HR Business Partner, to gather evaluative feedback during and after the coaching work to ensure that desired outcomes were achieved, and to manage the closure of coaching engagements. Establish a tentative timeline, including coach/client/sponsor progress checks.Set expectations for delivering feedback, assessing progress, and managing confidentiality.Once a coach is chosen, our standard practice will be for the coach meet with the “client” and the client’s “sponsor” at the beginning of the process to: If none of the identified coaches are acceptable, more possibilities will be provided until the leader feels comfortable with the selection. OD will identify one to two potential coaches, and work with the HR Business Partner to properly match either an internal or external coach to an internal leader. When a leader or HR Business Partner identifies a potential need for a coach, they should talk to one of the OD Consultants. Typical duration is three to six months if the need is to develop new skills or assimilate into a new leadership role.Īttempts to “remediate” dysfunctional, patterned behavior through coaching rarely works a person being coached has to be open to feedback from others and willing to change for coaching to be successful. If the chemistry is not right, another coach should be identified. Matching the right coach to a leader on the basis of chemistry, skill specialty, industry and experience is very important. ![]() ![]()
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