在领导力发展计划中开展辅导项目Implementing Best Practices In Coa

1、implementing best practices in coaching - ensuring that coaching works 2 agenda define coaching checks coaching needs to produce tangible results focus on the necessary conditions for development 17 development pipeline the necessary conditions for systematic people development 18 development pipeli

2、ne raw talentincreased capabilities 19 1. insight insight do people know what to develop? 20 2. motivation insightmotivation are people willing to invest the time and energy it takes to develop themselves? 21 3. news skills and knowledge do people know how to acquire the skills and knowledge they ne

3、ed? insightmotivationnew skills 22 4. real-world practice do people have opportunities to try their news skills at work? insightmotivationnew skills real-world practice 23 5. accountability do people internalize their new capabilities to actually improve performance and results? insightmotivationnew

4、 skills real-world practice account ability 24 gap helping others determine what the coaching should focus on 25 gap grid where the person iswhere the person is going the persons view others view abilities how they see themselves goals they just describe what its not many definitions focus on only o

5、ne aspect 27 for organizations: practice and art current practicestate of the art coaches organizations how are organizations using coaching today? how can organizations get maximum value? 28 organizations: state of the practice #1 organizations make coaching decisions on a decentralized, case-by-ca

6、se basis many writers dont actually define coaching; they just describe what its not many definitions focus on only one aspect 29 organizations: state of the art #1 organizations use coaching strategically-to get greatest payback where can you invest in coaching to get the greatest return? 30 strate

7、gic leverage high leverage situations mission-critical assignments high-risk situations; cant risk failure significant increase in work complexity low leverage situations more cost-effective alternatives available systems or organization issue needs are common to many people 31 financial firms crite

8、ria genuine development need linked to improved business performance issue is not symptomatic of larger organizational problem person is open to learning and feedback person is motivated to change coaching is most appropriate option 32 organizations: state of the practice #2 shifting from fix-it coa

9、ching to coaching specific groups on-boarding executives succession high potentials international assignments 33 organizations: state of the art #2 integrate coaching with hr systems to meet organizational needs start with business strategy and organizational needs align with existing hr systems and

10、 overall development strategy 34 coaching and hr systems organization needhr systemtype of coaching 1. ensure talent for current needs staffingtransition coaching 2. learn new skillstrainingtargeted coaching 3. meet job requirements performance management performance coaching 4. ensure future talent

11、succession planningdevelopmental coaching 5.retain talentcareer developmentcareer coaching 6. build effective organization organization development executive coaching 35 organizations: state of the practice #3 organizations select and manage coaches informally selection based on availability and rep

12、utation use informal criteria to screen out coaches emerging criteria and certifications beauty pageants on the rise 36 organizations: state of the art #3 organizations build a pool of coaches they can count on select in: find the best coaches define what works best source and review coaches against

13、 criteria match people and coaches based on need processes to integrate coaches orientation to organization, culture, and strategy manage like long-term strategic vendors 37 organizations: state of the practice #4 organizations accept coaching as effective reliance on personal testimonials widely va

14、ried evaluation criteria informal tracking processes 38 select the best coach: six questions background and expertise who else have you worked with on similar issues? what results did you achieve? what types of people & topics do you work best with? who would you turn down and why? approach to learn

15、ing how will you figure out what i need to work on? how will you help me learn new ways to do things? how will you make sure i use what ive learned to get results back on the job? 39 choosing the coaching panel coach understands how people learn and change their behavior coach understands the busine

16、ss world and capabilities necessary for success appropriate training and background customized approach emphasizes practical skills establishes ways to maintain change 40 organizations: state of the art #4 organizations systematically evaluate the results of coaching systematically address impact whats the purpose? whose opinio