Bsbled806

BSBLED806
Plan and Implement a
Coaching Strategy
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Contents
Introduction......................................................................................................................................4
TASK 1............................................................................................................................................4
TASK 2............................................................................................................................................8
2.1 Discuss with the stakeholders, seek their input and understand their perspective on the
following points:..........................................................................................................................9
Minutes of Meeting for WELL Program.................................................................................9
2.3 Discuss on framework for coaching strategy and obtain client’s support through
acceptance of Minutes of Meeting (M.O.M).............................................................................10
2.5 Analyze the organization’s issues and plan the coaching program and coaching models to
suit the coaching strategy...........................................................................................................11
2.6. List the tools and resources required for the coaches and trainers.....................................12
2.7. Establish the selection criteria, selection procedures, induction and training requirements
for coaches and trainers.............................................................................................................12
2.8. Research and analyze the legal, regulatory and organizational compliance requirements.13
2.9. Specify the tools, mechanisms and procedures for matching and managing coach-trainee
relationships...............................................................................................................................14
TASK 3..........................................................................................................................................14
3.1. The interview of potential candidate for the position of coach and assess his/ her
suitability for the position..........................................................................................................14
3.2. Take the interview of potential candidate for the position of trainee and assess his/ her
suitability for the position..........................................................................................................15
3.3. Prepare your interview reports for both the candidates and send as an e-mail attachment to
your HR department..................................................................................................................16
3.4. Prepare and present an induction program to the coaches and trainees covering the
following points:........................................................................................................................17
Covered in PPT..........................................................................................................................17
TASK 4..........................................................................................................................................17
Research coaching strategy implementation in an organisational context................................17
Coaching Strategy Implemented:..............................................................................................18
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Outcomes of Coaching Strategy:...............................................................................................19
Recommendations:....................................................................................................................20
CONCLUSION..............................................................................................................................21
REFERENCES..............................................................................................................................22
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Introduction
Coaching is a very important activity that is part of every organisation and has to be
undertaken in order to have a competent and a trained staff. Present report is based on the
discussion of different types of coaching techniques and coaching design principles. Further
there is discussion of the stakeholders and there are different understood (Kahn, 2018). There is
interview of potential candidates for the position of a quotes and interviews that are being
conducted for the position of trainee. All such activities are prepared for preparation of interview
reports for the candidates and for the Human Resource Department of organisation. There is also
a induction program that is presented for the purpose of covering ladies of coaches and trainers
in this process.
TASK 1
1. Explain any five coaching techniques that you can implement in an organisation
There are different types of coaching techniques that can be used by organisation certain
coaching techniques are discussed below:
1) Being fully present:
It is a technique that can be used for the purpose of having conversation with the helping them in
understanding a level of trust between the trainer and the mentees (Noorbhai, and Noakes.,
2018). In this there are informal techniques and different activities are used for the purpose of
providing training to individuals.
2) Conversation focused approach:
In this there is a two way communication network that is established between the trainer
and the trainees for the purpose pf providing them training instructions.
3) Using of role plays:
This is a technique that can be adopted by the trainers for the purpose of providing a
scenario in which practically people can get involved and they can understand with the help of
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such role plays and there can be actual learning that is part of their overall training program.
4) On the job approach:
This is also another technique that can be used by mentors for the purpose of providing
adequate training to their trainees. For this purpose there is practical training that is provided
along with the performance of job at the actual workplace.
5) Classroom training and lectures:
It is a theoretical form of training in which there is no practical approach that is used by
the trainers. All the different concepts related with the skill development programs are taught to
the individuals in a classroom scenario where there is usage of notes and theoretical part for the
purpose of making them understands the actual learning (Aldrin and Utama, 2019). This is a
technique in which there is no use of any type of practical scenario but is Focus only on the
mental development with the help of Classroom lectures.
2. Explain the coaching program design principles.
Coaching program design principles:
For every coaching program there is requirement of certain principles that have to be designed in
order to ensure your complete effectiveness in the program. Such principles are discussed below:
1) Clarity:
All the activities that are designed and the part of overall coaching process have to be
clear enough so that it is easy for all the trainees to understand this process (Bačić and Hume,
2018). The overall objectives based on which the whole program of mentoring is based on must
be clearly communicated to the trainee so that they are able to understand what is the end
objective that they have to understand and inside that have to be taken in order to get full benefits
of such coaching and mentoring programs.
2) Needs of employees:
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Every employee has their own level of knowledge so whenever there is development of a
coaching program it is very essential for the mentor to make sure that they are making a detailed
assessment of the present level of knowledge and competence level of all the trainees. It is very
essential in order to make sure that there is higher level of development apart from the existing
potential of all the individuals that have to undergo through such training programs.
3. Explain the method to collect and store the coaching program data, considering the
purpose of recordkeeping
There are different method that can be used for the purpose of collecting and storing the data of a
coaching program that has to be considered for the purpose of recordkeeping:
Electronic Record Keeping:
It is the method that can be used for the purpose of keeping the record of the data in the
form of different accounting software program that is to simplify the overall process of electronic
record keeping and also produce some meaningful reports (BellMeyerand Maggio, 2019). For
this there is requirement to choose particular accounting software for this Advisors need to be
taken from the financial advisor. There is always a requirement to make sure that there is a
secure electronic backup system to ensure that all the records are kept safely the same time there
is a cloud computing that is used for the purpose of managing all the computing resources and
the online available records.
Manual recordkeeping:
Manual Record Keeping is also a technique that can be used by Business organisations
for the purpose of keeping a paper based system of recording the different coaching data. It is
very important to keep paperwork in a most wanted and effective manner (Passmore, 2017). This
is the less expensive method and there is no risk of corrupted data. Usually in this method there
are no duplicate copies that are made with the same record and overall process is very simplified
as there is no requirement of monetary with the different accounting software calculations that
requires high amount of technical knowledge.
4. Methods to evaluate and report the coaching programs
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There are several methods that can be used for the purpose of evaluating and reporting of
the coaching programs as mentioned below:
1) Weekly review:
After development of a particular coaching program there is a specified time period that
has been set up in the initial planning stages for the for the purpose of developing a requirement
of completion of the training program. It is very important to make in between evaluations of the
progress made. For this there can be use of a weekly review technique in which there can be over
all analysis of the development or improvements in the individuals who are being provided
training can be assessed in a time period of one week (Connor, 2017). For example if the training
has to be taken place for a period of one month than 4 times that can be made in order to make a
detailed assessment of the progress that has been made by each individual while they are
growing through the coaching programs.
2) Pre session questionnaire:
It is also a technique that can be used for the purpose of assessment of a candidate before the
starting of overall procedure of training and providing coaching to the individual. In this there is
a detailed assessment that has to be done before the starting of training procedure and after a
certain period of time there is a post session questionnaire that has been developed in order to
assess the difference between the answers of all the individuals before the session and after the
coaching session has been completed. This is a very effective technique that can be used for the
purpose of understanding overall deviation(Kurz, Reddy. and Glover, 2017)place from the
required level of performance and the actual level that has been achieved.
5. Resource requirements vary according to the coaching program model
Resource requirement always varies according to the requirement of a particular coaching
program that has been used by organisation. Such as in case of on the job training there is
requirement of resources that can be used for the purpose of providing training to employee
while they are performing their existing job duties and role. The existing superiors can provide
training employees and there is no requirement of any additional coach or a Trainer that has to be
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appointed purpose of providing training. On the other hand, in case of Classroom lectures there
is requirement of a specific area and other resources like competent trainers. There is
requirement of some expert that has to be appointed for the purpose of providing training with
the help of lectures. In case of role plays there is requirement of tools that have to be used for the
purpose of training all the staff.
6. List any six (6) organisational policies relevant to planning and implementing a coaching
program.
Six organisational policies principles that have to be used while implementing a coaching
program:
1) Planning a effective mentoring program
2) Development of materials and tools for supporting the mentoring program
3) Coordination of mentee and mentor relationships
4) Timely evaluation of the mentoring programs
5) Completing the task of record keeping and record evaluating
6) Making timely attempts to improvements by assessing the end results.
As a training manager of global learning for understanding the requirements of FIL the basic
perspectives have been understood with the help of following points:
TASK 2
2.1 Need for the training program:
Requirement of the coaching program is for the purpose of making the non English speaking
background employees that are part of FIL to increase their overall level of English speaking.
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2.1 Discuss with the stakeholders, seek their input and understand their perspective on the
following points:
Minutes of Meeting for WELL Program
Organisational context & need for the Coaching Program:
 Global Learning has got a contract to prepare coaching or learning program for Fabtech
International Limited (FIL) which is one of the most well renowned corporations
pertinent to the private sector of China.
 The name of the learning or coaching program is WELL Program.
 Having more than 75 years of customer centric approach to working and being driven by
the quest for maintaining world class quality, FIL seeks to ensure that its employee base
has access to best in class facilities, training, knowledge and competence so that they can
give their contribution in maintaining the name of the company.
 FIL employs several Australians. Hereby, the leaders have determined that personnel
belonging to non English speaking backgrounds encounter difficulty in relation to
handover of charge at the time of shift change due to communication issues.
 Furthermore, the completion of OHS Workplace Documents as well as writing reports
has become a challenge for the workers for FIL.
 Thus, the need for the coaching program to teach the common language, English arises so
that the organisation does not suffer because of it.
Objectives of the coaching program:
The objectives of the coaching program are laid down as follows:-
 To teach English language to all the employees.
 To train the employees so that they can effectively communicate with each other.
 To acquaint them with the need to show cultural sensitivity
Timelines for coaching strategy implementation:
 The timeline allotted for the implementation of coaching strategy for giving training to
the employees of Fabtech International Limited (FIL) is 3 months.
 Within this time frame, the aim of Global Learning will be to prepare the employees of
FIL in a manner such that they can effectively set interaction with each other, with least
probability of misunderstandings occurring due to miscommunication or lack of
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communication.
2.2 Roles and responsibilities of different associated person with the coaching programs
is mentioned below:
1) Coaches: The major role of coaches is to understand each individuals present level and
where they are facing most difficulty and according to that they must plan for the further
development sessions.
2) Trainees: All 35 people who are going to undergo the training action background so they
must make sure that now they are able to understand what is being taught by the and then
gain maximum benefit from the training program that has been organised by your
organisation.
3) FIL Management:
Responsibility of management department is to make sure that all the employees that is 35 in
number are attending the mentoring program.
4) Global learning management:
It is responsibility of the Global learning that they must make sure that all the appointed
individuals who are responsible for the implementation of the learning program are
performing their duties and assigned job responsibilities in the most effective manner.
2.3 Discuss on framework for coaching strategy and obtain client’s support through acceptance
of Minutes of Meeting (M.O.M)
The coaching strategy devised by Global Learning for Fabtech International Limited (FIL) will
be implemented in a time span of 3 months. There will be a total of 35 individuals who will carry
out this training, all of them belonging to South Asian background. The sole aim for this
coaching strategy or learning program is to make the employees communicate with one another
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freely without any kind of hesitation or communication barrier. The acceptance upon the Minutes
of Meeting (M.O.M) will be obtained by the client in order to continue on the path to prepare a
well structured plan for implementing the learning program.
Part B
2.5 Analyze the organization’s issues and plan the coaching program and coaching models to suit
the coaching strategy.
Fab tech International Limited (FIL) started activities in Australia in 2016 and has many
employees. Workplace managers have classified non-English speaking workers history during
freight movement at shift change as coordination difficulties important messages were not
transmitted between the teams. Additionally, finish Workplace records and documentation for
OHS staff is a problem.
Coaching strategy- Coaching aims to improve performance and work. It typically focuses on
particular circumstances, strengths or goals but it can also influence the personal characteristics
of an entity (for example social skills or trust). Typically the coaching process lasts relatively
quickly. In the aspect of above Global training, this is essential for them to apply an effective
strategy in order to improve English language of employees who have employed in Fabtech
international limited.
Coaching model- In the above company they can apply below mentioned coaching model that is
as follows:
GROW model- The GROW style of coaching reflects learning through experience: observation,
perspective, decisions and follow-up. The effectiveness of a coaching journey for the GROW
model often relies on how much time and effort the individual spends in the process.
 G (Goal setting) - This is the first move in the Develop model and the coach seeks to
grasp the team’s plans. The goals set at this point in the mentoring talk. Such as above
global training company, this is their key goal to improve English language of employees
of Fabtech so that they can make effective communication.
Reality- The following phase is done after the first stage of the GROW model, i.e. the
objective framework, to define the coaches’ current condition. As in above case present
condition is that the employees of Fabtech do not have enough knowledge to speak English.
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 Options- In this stage, numerous alternatives are discussed. Together with the coach
brainstorm, the coach should come up with some alternative (Trujillo, 2018). As in above
case there can be range of options such as providing online classes to employees to
increase their English language.
 Will- This is the final step of the GROW model, and the coaches is committed to one of
the choices in the previous step.
2.6. List the tools and resources required for the coaches and trainers.
This is essential for coaches and trainers to use different kinds of tools and resources in
order to run different activities. Such as in the above Global training organization their coaches
will need below mentioned tools and resources which are as follows:
 Practice set- The trainers and coaches of global training will need different types of set
of practice of English language so that they can assess progress of employees of Fabtech.
 Books of vocal improvement- In addition, trainers of above company will need different
types of books in which information about English phrases and words are included. This
will help to employees of Fabtech to learn about English language in a quick manner.
2.7. Establish the selection criteria, selection procedures, induction and training requirements for
coaches and trainers.
In the Global training, their coaches need two trainers who can help them in managing
different tasks and activities. Herein, below selection criteria are mentioned for trainers is
mentioned that is as follows:
Age 35-40
Experience 5-10 years
Language known English, Local
Selection process for trainers:
 Screening- To become a specialist in PD Teaching, candidates needs to fulfill the
stringent criteria of qualification: over five years of educational experience,
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comprehensive technical knowledge and evidence of a effective implementation of
instruction.
 Interview 1- In order to determine if they pass the 100 point guideline and have the niche
style / fiber, skill, experience and wealth of knowledge needed to provide the type of
experiential, tailor-made training we need, a telephone interview is conducted
(Gribben,2016).
 Interview 2- When a applicant goes beyond the voice interview, an interview will be
scheduled face to face. This phase is only possible 1 out of 10. The prospective trainer
presents a subject matter for ones choice or one for which the procurement manager and
her team are selected. The prospective coach delivers the meeting and questions are asked
to evaluate the coach's subject.
 On boarding- If the trainer was effective, we begin the boarding process. If the
prospective coach was successful face to face. This starts with a session with our
Regional Lead Teacher, which brings the teacher to all facets of PD Preparation.
 Induction- All PD Trainers must finish our own Train the Trainer programmer: they are
becoming acquainted with our linked learning environment and provide a rich, unique
educational experience for PD training.
 Achieve LDP certification- A world-class appraisal approach which can assist
individuals and companies in recognizing their capabilities – Leading Dimensions
Profiles (LDP) is our global method of preference.
2.8. Research and analyze the legal, regulatory and organizational compliance requirements.
Companies must follow such conditions with terms to contracts, fair standards and health
policies with order to function lawfully. Clients should know the appropriate restrictions for the
industry before deploying the business, while ensuring that any costs and dates relating to their
compliance are recorded. For above Global training company, it is essential for them to follow
all the guidelines and framework for coaching of employees of Fabtech Company.
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2.9. Specify the tools, mechanisms and procedures for matching and managing coach-trainee
relationships.
There are range of techniques and methods for matching and managing coach trainee
relationship. It is essential for companies that how they manage a positive relation. Organizations
with latest changes need employee and supervisor mentoring to interact properly and enable
where they are headed and where they are headed. Besides knowledge and training, great
managers on a longer-term basis need honest, clear information. It is essential for above
company to maintain an effective relationship between coach and trainee which can be done by
below mentioned tools:
 Communication- This is an effective way to maintain relation positive by making proper
time to time communication between coach and trainee.
TASK 3
3.1. The interview of potential candidate for the position of coach and assess his/ her suitability
for the position
Interview With the coach
Interviewer: Hello, can you please tell me about something about your education background?
Coach: Yes, I have completed by graduation in English as major subject and post graduation in
English as my specialisation. Apart from this I have experience of providing training to
professionals in previous two organisations for a period of one and a half year.
Interviewer: Ok that’s great, can you tell me how will you train 35 employees who belong to
south Asian background and posses little knowledge about English speaking
Coach: Yes I believe in following certain principles such has I will be providing them a
classroom environment school based leadership and there will be proper designing and
implementation of the action plan. I will be spending maturity of time with them in
understanding their weak points and working individually on each student.
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Interviewer: Ok, that is really great what about if trainee is not able to understand and is asking
you same question repeatedly?
Coach: well in this case I will be working as a resource provider where I have to be
knowledgeable enough to make the trainee understand what are the wide range of skills and
strategies that is the part of comprehensive assessment program. If there will be requirement then
I can also provide some informal measures to deal with such type of trainee.
Interviewer: Ok I have understood your view point’s regarding different aspects. Thanks for
your time and we will reach to you soon.
Coach: Thank you sir.
3.2. Take the interview of potential candidate for the position of trainee and assess his/ her
suitability for the position
Interview With the candidate/Trainee
Interviewer: Hello, can you tell me the different learning prospects that are you expecting from
this program?
Trainee: Yes I belong to south Asian background and that is why I don't have enough English
speaking fluency. So I feel that there is requirement of some training program so that I can work
on my skills in order to make higher contribution towards my workplace.
Interviewer: Ok so what do you think is basic insights that you are going to learn in this training
program.
Trainee: Well I strongly believe that this training program will help me in providing the
vocational education and also the training qualification it will also help me in experiencing the
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delivery training in different BET qualifications at my workplace.
Interviewer: Do you think this training program will help you in enhancing the present
productivity level?
Trainee: Yes, I believe that this is going to enhance my overall level of knowledge and skills
and this is going to boost up my overall self confidence that is very essential to perform my job
duties.
3.3. Prepare your interview reports for both the candidates and send as an e-mail attachment to
your HR department.
Subject: Analysis for selection of coach and Trainee
To,
HR manager,
Global learning organisation,
Respected Mam/Sir,
This mail is regarding the interview that has been conducted with the training and the
quotes in recently installation with the program that has to be implemented for Fabtech
international Limited (FIL). The interview has been conducted keeping in mind the
specific requirements of the overall coaching program and what is the basic requirements
for the post of a coach and the training. I am attaching the overall manager of the interview
that has been conducted. HR manager is requested to review and analyse the overall
answers that have been provided by both the courts and the trainee. According to that
provide the decision so that for the communication can be made.
Looking forward for a reply very soon.
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Thanking you with regards,
Training manager,
Global learning
Annexure 1: Interview With the coach
Annexure 2: Interview With the candidate
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3.4. Prepare and present an induction program to the coaches and trainees covering the following
points:
Covered in PPT
TASK 4
Research coaching strategy implementation in an organisational context
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Coaching Strategy Implemented:
Goal-oriented coaching refers to the process of training and development in any
organisation where the leader of the company makes effort to develop and enhance the skills of
the employees which are essential for the completion of tasks assigned to them or the
organisational goals in a much wider context (David, Clutterbuck and Megginson, 2014). It is
one of the most common method of coaching and training which is being implemented in most
of the organisations in today’s business environment. In the context of TESCO Ltd., the
management of the company follows the goal-oriented approach of coaching and learning in the
organisation. One of the most primary and essential requirement of implementation of goal-
oriented strategy for coaching in the organisation is determination of effective organisational
goals and objectives and creation of an effective plan for implementation and accomplishment of
those goals. With the help of this process, the management of TESCO Ltd. is able to understand
the skills and qualities which are to be developed in the workforce for attainment of
organisational goals and objectives. Well-crafted goals thus form the basis of implementation of
goal-oriented coaching strategy in the company. For example, the management of TESCO Ltd.
developed a goal of minimising the wastage of resource in the company and achieving optimum
level of resource utilisation. It was then identified by the management the skills and qualities of
employees which needed to be developed for this goal (Ives and Cox, 2012). The management of
the company witnessed a need to improve individual employee productivity and implement a
system of total quality management and lean production in the company. For the purpose, a
coach was appointed and the organisational structure was adapted to changing needs and vision
of the company. Free flow of information and implementation of a authority with responsibility
was enabled in the company. Hence, to improve the individual productivity and skills of the
employees in the company which enable a high level of resource utilisation and implementation
of lean production system in the company, the management of TESCO Ltd. follows the goal-
oriented strategy of coaching. Here, the primary goal of the company was to create awareness
about the importance of optimum resource utilisation, develop essential skills of the employees
and encourage and foster innovation and creativity in the organisation to increase the overall
operational productivity and efficiency (Hawkins, 2012). Initial coaching program was
conducted for 50 employees working in the production department and the results of the
coaching program are being evaluated in the following section of the report.

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Outcomes of Coaching Strategy:
It has been observed in the context of TESCO Ltd. that implementation of goal-oriented
strategy of coaching proves to be effective in improving the skills and competency of the
employees as per the organisational goals and vision. Out of the 50 employees who attended the
training program in the company, most of the employees improved some areas in their
performance and were able to benefit from the implementation of goal-oriented strategy of
coaching in the company. However, the expected results and the actual results of the coaching
program implemented by the management of TESCO Ltd. has a lot of variations. The
management expected to witness a significant increase in the productivity of the company and
achievement of the optimum resource utilisation. However, the productivity in the company
increased but not up to the expected extent. It has been observed that implementation of goal-
oriented strategy without following the guidelines and key considerations which are to be made
results into an effective coaching in the company (McCarthy and Milner, 2013). One of the key
factors responsible for ineffective implementation of goal-oriented coaching strategy in the
company can be related with ineffective goal setting skills of the management. The goal which
was determined and established by the management lacked clarity and couldn’t be associated
with definite results and performance measurement systems. It is important to consider that goal-
setting is equally important for determining the effectiveness of goal accomplishment as is
implementation of any coaching strategy in the company. Hence, the management of TESCO
Ltd. needs to consider the following recommendation for improving the implementation of goal-
oriented coaching strategy in the company.

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Recommendations:
The management of TESCO Ltd. can follow the below mentioned recommendations for
improving the implementation of coaching and learning strategy in the company as per the needs
and requirements of the organisation:
Improving goal-setting skills: First and foremost consideration which needs to be made by
the management of TESCO Ltd. is to determine and establish goals with clarity and in harmony
with the current organisation structure and objectives. Without effectiveness in the process of
goal-determination and setting SMART objectives, it is very difficult to obtain desired results by
implementation of a goal-oriented coaching strategy.
Development of strong working alliance between the coach and the trainee: The trainer or
the coach of the company should make efforts to show empathy and create an environment
where the trainee can feel free to express their opinions which will improve the process of
feedback and increase the effectiveness of the complete coaching implementation (Aas and
Flückiger, 2016).
Solution-oriented approach: Developing a solution-oriented approach during the
implementation of training and coaching program is very essential for effectiveness. It is
important for both coach and the trainee to realise that the objective of coaching is to improve
the current scenario by making changes and not contemplate on the past (Baldwin and et. al.,
2013). Every conversation during the coaching program should exhibit a solution-oriented
approach to learning and development in the organisation.
Managing and Tracking: Just as implementation, managing and tracking the progress of
coaching strategy in the company is equally important. Coach should be held accountable for
implementation of any agreed steps during the process of training in the company and it is
important that the senior management of TESCO Ltd. undertakes an assessment of the skills of
coach to manage and track the complete process of training and development in the company and
exhibit accountability.

CONCLUSION
There are different types of strategies that can be used for the purpose of providing training
to employees and according to a given criteria particular strategy that has to be selected.
Important for every organisation to develop a particular coaching strategy and further made
planning for its implementation according to the available resources with organisation. It can be
concluded from the above discussion that goal-oriented strategy for coaching is an effective
strategy for development of important skills and competency in the employees as per the needs
and goals of the organisation and the management of the company should consider the skills of
coach and emphasis should be laid on development of a healthy environment where solution-
oriented approach for training is being followed in the company.
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