Management: Planning and Implementation of a Coaching Strategy

This report presents a comprehensive coaching strategy plan developed for Sim's Hardware, an Australian retail hardware store. The report begins with an executive summary and introduction, outlining the organization's current situation and the need for a coaching program to address market competition, economic uncertainty, and the need to enhance customer service and staff skill levels. A detailed framework is provided, including organizational context, resource requirements (financial and HR), expected outcomes (strong coaching program, modern tools, improved communication), and methods of interaction. The report also addresses employee learning styles, roles and responsibilities of key individuals (HR, problem-solving team), and the scope of the strategy. Timelines for implementation are detailed, along with discussions on training tools, recruitment processes, and implementation plans. The report analyzes compliance requirements and includes procedures for monitoring coaching activities and organizational rewards. The report emphasizes the importance of a well-structured coaching program in improving employee performance and organizational success.

Running head: MANAGEMENT
Planning and Implementation of a coaching Strategy
Name of the student
Name of the university
Author Note:

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Table of Contents
Assessment Task 2.....................................................................................................................4
Executive Summary...................................................................................................................4
Introduction of the organization.............................................................................................4
Current situation and the need for coaching program............................................................4
Detailed Framework...................................................................................................................5
Organizational Context and needs.........................................................................................5
Resources required.................................................................................................................5
Expected outcomes.................................................................................................................6
Methods of interaction while delivering the coaching...........................................................7
Different learning styles of the employees.............................................................................7
Roles and Responsibilities of key individuals.......................................................................7
Scope of strategy....................................................................................................................8
Overall organizational support...............................................................................................8
Timelines for coaching strategy implementation.......................................................................9
Table No 1: Timeline Table...................................................................................................9
Discussion of the induction, design and training tools and resources for trainees and coaches
..................................................................................................................................................10
Develop a recruitment process for coaches and trainees.........................................................10
Develop an implementation plan for your coaching strategy including promotional tools to
encourage participation............................................................................................................11

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Explanation of the Strategies...................................................................................................11
Recruit and select coaches and trainees...............................................................................11
Match and manage coach-trainee relationship.....................................................................11
Resolve differences and problems in coaching relationships..............................................12
Analyse compliance requirements.......................................................................................12
Procedures to monitor the coaching activities and relationships.............................................12
Monitor the coaching activities and relationships....................................................................12
Explain different organisational rewards.................................................................................13
References and Bibliography...................................................................................................14

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Assessment Task 2
Executive Summary
The following report has been based on the development of coaching plan for an
Australian Hardware stores. The development of the plan is done in a professional manner
with the presentation of the purpose of the development and the presentation of the different
frameworks of the current situation. The report has also presented a detailed timeline for the
development of the plan along with the strategic business approach. Thus such a presentation
has a huge scope and has been able to make the report informative and compact.
Introduction of the organization
Sim’s Hardware is one of the largest retail stores of Australia selling different ranges
of hardware. The presence of 138 stores across Australia and the employment of around
10,000 staff in their ranks easily makes it one of the largest retail hardware stores. The varied
range of products sold by the company includes the likes of hardware, tools, paint,
housewares, outdoor furniture and gardening tools. The company has gained reputation from
its customers because of a number of advantages that it provides to the employees like that of
flexible work options. Purchased leave as well as different reward and recognition scheme for
the performers of the organization. The mission of the company is to provide the best quality
products at a low price but with a great value. On the other hand, the vision of the
organization is to develop itself as a leading hardware and home improvement market of
Australia within the next five years.
Current situation and the need for coaching program
The presence of the coaching program is one of the most important elements of the
business organization. A proper and efficient coaching program can ensure the success of the
organization. The analysis of the current situation of Sim’s Hardware can help to determine

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the gaps in the current operating and administrative process of Sim’s hardware. There have
been a number of major gaps that have been identified by the management of the
organization which acts as the reason behind the start of the coaching program in the
company. At the very beginning, there has been a lot of issues over the competition of new
entrants into the market. Whereas the uncertainty over the current economic situation has also
created a major ruckus over the current growth of the company. Therefore the presence of a
coaching program can help to ensure a better management of the activities properly. Apart
from this the management of Sim’s Hardware has decided to increase its customer service
skills and develop the skill levels of the staff. This activities are equally important for the
need for the development of the current coaching program.
Detailed Framework
Organizational Context and needs
The mission of the organization is to provide quality hardware and other products like
garden supplies, machines, tools that will be able to ensure the satisfaction of the customers.
The mission is also relevant as because such kind of mission can ensure the value of money
for the customers. At this particular point of time, the need for the organization is to develop
the company into a top quality retail hardware store where quality goods can be available at
lower prices. The new agenda of the coaching strategy is also to ensure an easy reach to the
targeted customers and create success for the organization. Apart from this the major aim of
the company is to perform the coaching process to develop a strong and better safety plan.
Resources required
The major resources that will be required for the achievement of the organizational
context and needs are as follows;

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a. Financial Resources- The allocation of the appropriate budget for the implementation
of a coaching program is the basic need of the training program (Jarvis & Williams,
2017). The proper allocation of the financial asset along with a constant supply of the
financial asset can help manage the coaching program easily.
b. HR Resources- The most important part of the coaching program will be the creation
of a coaching team that can be formed by the HR team. The HR team will have to
analyse the internal and external data to get a clear idea of the resources that are
present and the ones that are going to be integrated to be a part of the new coaching
program.
c. Determining the Objectives- The identification of the problems and gaps in the
current management and then selecting them needs to have a list of different
objectives that are quite important for the organization. The determination of the
different objectives needs to be ensured in a proper manner to ensure success.
d. Setting the milestones- The setting of the different milestones is equally important for
the business as because the setting of the milestones can ensure the success of the
coaching program that will be implemented in the coming days (Jarvis & Williams,
2017).
e. Time- Time also is an important resource in the development of the coaching strategy.
The selection of a proper time schedule can be key to the growth of the new plan.
Expected outcomes
The expected outcomes of the following project are as follows;
1. Outcome 1- Development of a strong coaching program for Sim’s Hardware
2. Outcome 2- Development of modern coaching tools and resources
3. Outcome 3- Development of a proper and imperative coaching strategy that can help
to develop communication and value management skills

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Methods of interaction while delivering the coaching
The use of interactive training methods can be implemented in the Sim’s Hardware
stores. The interactive training can be helpful for the classroom style lectures that can help
add a new level by the addition of interactive and different group activities for the training
experience. The different interactive methods that will be important for the organization
includes the likes of small group discussions, case study reviews, demonstrations and role
playing. All these methods can be beneficial for the delivery of great coaching activities.
Different learning styles of the employees
There can be different learning styles of the employees of Sim’s Hardware. The
presence of a diverse range of workforce in the organization is all because of the large
number of stores of the organization. The presence of people from diverse backgrounds and
ethnicity attracts different types of learning styles and personality types (Tilka & Johnson,
2018). Such a diverse background provides the best environment possible for the employees
to succeed. Some of the learning style of the employees of the company will include;
a. The student style (Visual and verbal learners)
b. The independent style (Visual and Nonverbal learners)
c. The hands on learner styles
Roles and Responsibilities of key individuals
Some of the key roles and responsibility the key individuals in the coaching strategy
of Sim’s Hardware are as follows;
a. HR roles- The HR management of the team has a great role to play in the organization
as the HR department will be the ones who will be arranging for a new and better HR
role in the organization (Kurz, Reddy & Glover, 2017). The HR department has the

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role of recruiting the individuals who will be managing the coaching department of
the organization.
b. Problem solving team- The problem solving team within the coaching department will
be engaged in identification of the problems and then solving them accordingly to
ensure a smooth transition of the problems (Tilka & Johnson, 2018).
c. Other roles- There are some other roles that are equally important in the new coaching
department. For example the logistics of the department has to be taken care by some
individuals and the other needs of the department must be undertaken by some
selective department or individuals.
Scope of strategy
The scope of the coaching strategy that will be implemented in Sim’s Hardware will
include a two stage approach. The first stage of the scope will include the purpose of the
coaching, the need to introduce the coaching strategy, the major change in the current
coaching techniques of Sim’s Hardware and the people who will be involved in the coaching
(Rush, 2018). The second stage of the scope will involve the need for the inclusion of the
people in the organization and the need for their coaching and to be more specific the precise
needs of each of their coaching purposes (Kurz, Reddy & Glover, 2017). Apart from this the
second stage of the scope of the coaching will also involve the place of the coaching in the
workplace. The management of Sim’s Hardware has selected a total of 15 stores with
adequate facilities for starting the new coaching facilities.
Overall organizational support
The overall organizational support can be achieved by the organization by means of
following some simple steps. This includes the likes of;
a. Idea about the employees

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b. Ensuing transparency within Sim’s Hardware
c. Collaborating with the organization
d. Clearing objectives and goals
e. Building mutual trust
Timelines for coaching strategy implementation
Task Name Duration Start Finish
Project Coaching Plan
Timeline 200 days Thu 16-04-20 Wed 20-01-21
Decision to build a
coaching plan 25 days Thu 16-04-20 Wed 20-05-20
Meeting with
stakeholders 40 days Thu 21-05-20 Wed 15-07-20
Selection of the
coaching plan 15 days Thu 16-07-20 Wed 05-08-20
HR meeting 5 days Thu 06-08-20 Wed 12-08-20
Selection of the coaches
and the coachees 20 days Thu 13-08-20 Wed 09-09-20
Implementation of the
planning 40 days Thu 10-09-20 Wed 04-11-20
Monitoring of the
coaching plan 30 days Thu 05-11-20 Wed 16-12-20
Feedback collection
from the coachees 25 days Thu 17-12-20 Wed 20-01-21
Table No 1: Timeline Table
Source: (As created by the Author)
Discussion of the induction, design and training tools and resources for trainees and
coaches
The induction, design and use of the training tools and resources for the trainees and
coaches will be selected by the coaching department of Sim’s Hardware. The induction and

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designing of the total process will involve the inclusion of some of the steps that are as
follows;
a. Identification of the precise needs of the coachees
b. Need for on the job training of workers
c. Delegated tasks and Projects
d. Proper reading, understanding and presentation of the assignments
The training tools will involve the use of modern forms of digitalized tools that can be
beneficial for the better learning of the coachees.
Develop a recruitment process for coaches and trainees
The development of recruitment process for Sim’s Hardware is based on some
important steps that needs to be implemented by the management in a proper and efficient
manner. This includes the likes of;
a. Identification of the needs of hiring (Identification of the gaps in the current coaching
process of the company)
b. Preparation of the job description(coaches and the sub staffs)
c. Talent search
d. Proper screening and shortlisting
e. Interviewing the potential candidates
f. Evaluation of the responses of all the candidates and offering employment to the
people having knowledge about the company and its wants
g. Introduction and induction of the new coaching team

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Develop an implementation plan for your coaching strategy including promotional tools
to encourage participation
Some of the promotional tools that can be used by the management of Sim’s
Hardware are as follows;
a. Use of social media tools
b. Use of knowledge management tools
c. Use of artificial intelligence
Explanation of the Strategies
Recruit and select coaches and trainees
The recruitment and selection of the coaches and trainees will include;
a. Identify the gaps in the current process
b. Advertise for the mending of that particular gap
c. Interview the likely candidates and scrutinise their abilities by providing them real life
examples
d. Select the best
Match and manage coach-trainee relationship
The matching in Sim’s Hardware will include;
a. Precise needs of the coach and trainees to be same
b. A psychological match
c. Matching the need for the training

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Resolve differences and problems in coaching relationships
The challenges in coaching relationships must be overcome in a proper manner. This
includes;
a. Assuming change is possible
b. Taking a different view
c. Management of the emotions in the workplace
d. Being optimistic can help resolve the differences
Analyse compliance requirements
The compliance requirements can be analysed by means of;
a. Needs of the customers
b. Perception of the market
c. Internal and external analysis of the market
Procedures to monitor the coaching activities and relationships
The procedures to manage and monitor the coaching activities and relationships are as
follows;
a. Evaluation of the perceptions of the people who are involved in training
b. Psychological testing
c. Engagement of the different stakeholders
Monitor the coaching activities and relationships
The engagement of the different stakeholders in the organization and the proper
analysis of the total planning can be beneficial for the successful service of the coaching.

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Explain different organisational rewards
The management of Sim’s Hardware has selected a number of facilities that can help
benefit the organization to increase business performance. This includes the likes of
organizational rewards and recognitions. The rewards and recognitions from the organization
can be beneficial for the motivation of employees and also considering the increase in the
business performance.

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References and Bibliography
Jarvis, J. E., & Williams, I. A. (2017). A case study exploration of strategies to improve first-
line supervisor problem-solving abilities in the retail supermarket
industry. International Journal of Applied Management and Technology, 16(1), 6.
Kurz, A., Reddy, L. A., & Glover, T. A. (2017). A multidisciplinary framework of
instructional coaching. Theory into practice, 56(1), 66-77.
Nguyen, V. (2018). A Study of Implemented Service Concept Coaching in Retail Chain
Stores in Estonia: Case: Vero Moda/Jack & Jones.
Peláez, M. J., Coo, C., & Salanova, M. (2019). Facilitating Work Engagement and
Performance Through Strengths-Based Micro-coaching: A Controlled Trial
Study. Journal of Happiness Studies, 1-20.
Pratiwi, P. S., Tjondronegoro, D. W., Xu, Y., Li, Y., Trost, S., & Clanchy, K. (2018, March).
Automated e-Coaching System Architecture Framework for Promoting Physical
Activity. In 2018 International Conference on Intelligent Autonomous Systems
(ICoIAS) (pp. 88-91). IEEE.
Rush, D. (2018). From Couching to Coaching: How do we get families engaged in early
intervention? It starts with us communicating their enormous influence on their
children’s development. The ASHA Leader, 23(10), 46-52.
Sola, M. O. (2019). Strategies to Reduce High Employee Turnover in Retail Grocery
Store (Doctoral dissertation, Walden University).
Tamblyn, E., Wright, S., Konig, Y., Connolly, C., Hendren, C. D., & Lejeune, A.
(2019). U.S. Patent Application No. 16/139,662.

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Tamblyn, E., Wright, S., Konig, Y., Connolly, C., Hendren, C. D., & Lejeune, A.
(2019). U.S. Patent Application No. 16/139,662.
Tilka, R., & Johnson, D. A. (2018). Coaching as a packaged intervention for telemarketing
personnel. Journal of Organizational Behavior Management, 38(1), 49-72.