Coaching Strategies in Woolworths Limited: A Comprehensive Report

Desklib provides past papers and solved assignments for students. This report details a coaching strategy implemented at Woolworths.

Coaching Strategy
1

Introduction
The report will consist of coaching strategies used by the organizations to know their employees
and influence them to contribute to achieving the goals of the organization. It will include the
roles and responsibilities of the coaching strategies involved in Woolworths Limited.
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Section 2: Assessment Matrix
1.1 Research and review need for and role of, coaching within an organization
Coaching is required in Woolworths Limited to provide continuous training and development
program to its employees so that the employees contribute to accomplishing the goals of the
company. Coaching is important as it influences people to adopt the organizational culture. The
role of coaching is to improve leadership in the company and motivates people to adopt the
environmental changes.
1.2 Establish a framework for coaching strategy based on organizational context and needs
The coaching strategy is an important strategy used by the Woolworths to create a culture in the
organization which includes the commitment of the employees towards learning and
development. The framework consists of the beliefs and attitudes of the organization towards the
employees. According to the need of the organization, the framework includes a positive attitude
and patience towards the employees to retain them (Brooks, et. al., 2018).
1.3 Determine roles, responsibilities, and outcomes for key individuals involved in coaching
strategy
The individuals involved in coaching strategy play a vital role as they take care of providing
quality coaching and learning. The responsibilities of the individuals in coaching strategy are that
they are responsible for providing coaching which is necessary for people and requires
development. It helps in matching the environmental culture by the employees. The results
include better performance of the employees and attainment of higher goals.
1.4 Develop timelines for coaching strategy implementation in consultation with
stakeholders
The below table will provide the time within which the strategy can be implemented by
consulting with stakeholders
S. No. Tasks Time
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1. Initializing of corporate strategy 7 days
2. Presenting the strategy to the stakeholders 3 days
3. Approval from the stakeholders 2 days
4. Modifications to be made, if any 2 days
5. Application of the corporate strategies in the
business
3 days
1.5 Obtain organizational support for coaching strategy in accordance with organizational
procedures
The support of the Woolworths can be obtained for promoting corporate strategy in the following
ways:
 Creating the strategies in a manner that it will aid in increasing the revenues and profitability
of the company.
 By improving the efficiency of the employees to improve their productivity.
2.1 Plan coaching program and coaching models to suit the coaching strategy and the
organization’s worker and employer issues
Coaching plan and models can be developed by following the various steps:
 Creating a pool of internal coaches: The internal people of the organization shall be
given proper training so that they can take the coaching program.
 Creating a pool of outside coaches: The organization shall create outside coaches in
order to provide training to top executives of the company.
 By determining the goals of the company: The coaching plan should consider the goals
and objectives of the company so as to determine what the areas which require coaching
are.
 Choosing of the options: In order to solve the issues faced by the organization, the
corporate model consists of choosing of the option to provide the best possible solution
by providing proper coaching to the employees of the Woolworths.
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2.2 Design induction and training requirements
Training and induction requirements can be designed in the following ways:
Image: Designing of training and induction requirements
Source: By Author, 2019
1) Understanding the needs and learning objectives: In this step, it is important to know
what type of training is required in the Woolworths and what the learning objectives are.
2) Preparation of the Budget: In order to provide training and induction program to the
employees, how much funds company require for successful implementation of the
program.
3) Understanding the style of coaching: This includes that whether the training should be
provided by proper instructor or employer themselves take training. It also includes tasks
and discussions to be included in the training to improve the efficiency of the employees.
4) Targeted audience: This will help in determining the people who will be involved in the
training program. It will help the people to know their jobs, roles, and responsibilities in a
better way.
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Understanding of
the needs and
learning objectives
Preparation of the
budget
Understaning the
style of coaching
Targeted audience Content of
coaching Time duration
Communication of
the coaching to the
employees
Measuring the
effectiveness

5) The content of coaching: What information is required to be transferred to the people
given training.
6) Time duration: It will provide the time duration within which the training and induction
program will be successfully conducted.
7) Communication of the coaching to the employees: It means that proper communication
should be done to make employees aware that training and induction program is to be
conducted.
8) Measuring the effectiveness: It helps in analyzing that the effectiveness of the
employees have been improved or not (Adam, 2018).
2.3 Design tools and resources for coaches and trainees
For the purpose of designing the coaching and training program, various resources and tools are
required. These are:
 Knowledge and skills of the instructor
 Place at which training which will be given
 Funds to conduct the training program
 Development of manuals for the trainers
 Training logistics
 Reference material
 Cloud storage to record the training program
 Calculators and fitness tools
2.4 Analyze legal, regulatory and organizational compliance requirements for coaches
The legal and other compliances which coaches must comply with are:
 He must provide coaching according to the requirements of the organization.
 The coaching should not include any kind of malpractices activities.
 The coaching should follow the policies and procedures of the Woolworths and should
follow the culture of the organization.
 The coaching should not abide by any rules and regulations as provided by the
organization.
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2.5 Establish recruitment processes for coaches and trainees
The recruitment process of coaches and trainees include the following steps:
 Application: The first step of the recruitment process is the selection of the applications
by the HR. HR must analyze the skills and knowledge of the employees according to the
job requirement.
 Interview: The next step consists of conducting the interview face to face or
telephonically.
 Tests: The next step is taking a test to know the expert knowledge on the specified field.
 Final round: In this manager will take the face to face interview, and HR will discuss the
culture of the organization.
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3.1 Promote coaching program
Coaching programs can be promoted by:
 Marketing the program on social media
 Building contacts with clients and other coaches
 Providing expertise knowledge to the trainees
 Increasing brand awareness
 Creating a unique slogan to attract more trainees
 By writing articles
 By hosting radio shows
3.2 Recruit and select coaches and trainees
The trainees can be recruited and selected by the HR in the following ways:
 By going through the applications of the trainees
 Selecting the application forms on the basis of experience, knowledge trainee possess
 Conducting an interview
 Taking tests and interview with the manager of the required expertise area
 Selection of the trainee
 Conduct screening program
 Finalizing the trainees
3.3 Establish tools, mechanisms, and procedures for matching and managing the coach-
trainee relationship
The relationship between coach and trainee can be built by maintaining connections. Coaches
should provide training in a friendly and loving manner so that it helps in building relationships
with its trainees. The coach should match the learning capacity of the trainee so that it becomes
easy for the trainee to maintain relation (Serrat, 2017).
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3.4 Induct, match and brief coaches and trainees
The coaches should follow the procedures and practices while providing training to the
employees of the Woolworths. They must match the policies and requirements of the knowledge
to be provided in training according to the job profile of the employees. The trainees should clear
all the doubts and queries during the coaching and follow the instructions as given by the
coaches.
4.1 Ensure coaching strategy is implemented consistently with work practices and
operational requirements
The corporate strategy is being implemented in the Woolworths Limited successfully. The coach
follows the policies, practices and operational requirements while providing the training to the
employees so as to improve their efficiency. The coach with the consultancy of the stakeholders
implements the corporate strategy. The coach provides training to the employees in the manner
that it helps the employees in increasing their productivity and efficiency to perform the job
effectively and contributes the company in attaining their desired goals.
4.2 Provide coaches with access to professional development and support necessary to
acquit their role effectively and efficiently
Coaches should possess expert knowledge to provide training to the employees. They should
contain professional development personality and provide training to improve the personality
and efficiency of the employees. The coaches should develop professionalism in the employees
and influence them to work accordingly.
4.3 Design techniques and practices for resolving differences and problems in coaching
relationships
The techniques used to solve the problems in coaching relationship are:
Mentoring: It helps in monitoring both personal and professional relationship of the coach with
its trainees.
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Feedbacks: By taking into consideration the feedbacks, a coach can take corrective measures to
resolve the issues and problems faced by the trainees.
Emotional constraint: Building emotional contacts with the trainees, the coach can improve and
resolve their differences and problems (Braunstein, et. al., 2016).
4.4 Monitor coaching relationships to ensure accordance with organizational policies and
procedures
The coaching should be provided in accordance with the policies and procedures as followed by
the Woolworths. The coach should take care in mind the policies followed by the company and
should provide training so that employees follow the same policies and adopt the organizational
culture. The coaching relationship can be monitored by determining the policies employees
follow while performing their jobs.
4.5 Recognize and acknowledge positive contribution individuals make to coaching
activities
Contributions made by the individuals in coaching activities are:
1) Solves the performance issues: Individuals by providing coaching to the employees can
improve their efficiency in performing their jobs. They help in improving the
performance and productivity of the employees.
2) The building of confidence: Individuals make a contribution in coaching activities
include the building of confidence among the customers. This helps them in influencing
and motivating them.
5.1 Collect, analyze and report data on coaching outcomes at individual or group level, in
line with organizational context and needs
The coaching outcomes can be conducted by preparing questionnaires and giving it to the
trainees for feedbacks. The employees should give effective feedback so as to improve the
coaching strategy in the Woolworths. The questionnaire must conduct questions which provide
actual information about the improvement in the coaching strategy as adopted by the
Woolworths.
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5.2 Identify and promote ongoing opportunities for coaching in accordance with individual
and organizational context and needs
According to the needs of the organization and its employees, the Woolworths should grab
various opportunities available for the coaching. The Woolworths should identify the
opportunities for coaching by conducting one on one meeting, by making contacts with clients
and customers. The coaching opportunities can be promoted to improve the working efficiency
of the employees and increase profits of the company (Theodos, et. al., 2015).
5.3 Evaluate coaching strategy, document findings and present recommendations for
improvement to relevant others
The Woolworths can improve its coaching strategy by the following recommendations:
 It can be improved by hiring experienced and talented trainers.
 The coaching strategy can be improved by focusing on the area which requires training.
 It can be improved by taking feedback from the trainees.
 It can be improved by providing expert knowledge to the employees in the specific area.
 The coaching strategy can be improved by building contacts and relations with the
trainees.
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Section 3: Assessment Tasks
Formative activity 1
According to John Whitmore, Coaching is a method of improving the potential of the person in
order to maximize their performance. It helps the person to improve their efficiency.
The Cambridge Dictionary explains coaching as “the task or activity for providing enhanced
training to the people in order to help them in performing their job effectively.” Coaching is a
process of attaining desired goals.
Coaching is defined as task oriented and focuses on issues which are concrete like managing,
speaking and learning. Mentoring, on the other hand, is defined as relationship oriented. It helps
in providing a safe and secure environment and the mentoree shares issues related to personal
and professional success.
The definitions are correct and provide the exact meaning of the coaching. It can find out that
people can agree from the above definitions as coaching refers to the method of providing
training to the people so as to teach them about something and help them in improving their
efficiency and productivity.
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