Developing a Coaching Strategy Report for Leadership Management

This report outlines a comprehensive coaching strategy for leadership management, addressing organizational needs, resource requirements, and expected outcomes. It delves into various aspects such as communication methods, diverse learning styles, and the roles and responsibilities of key individuals, including the coach, program coordinator, and steering committees. The strategy emphasizes integrating coaching into training programs and leveraging tools for data collection and analysis to evaluate coaching outcomes. The report also highlights the importance of organizational support, including managerial involvement and the use of coaching programs. By evaluating coaching in the workplace, the report identifies significant factors for improving employee performance. The report concludes by emphasizing the effectiveness of coaching as a tool for leadership development, connecting organizational success to individual growth, and providing a framework for future improvements.

Plan and implement a
coaching strategy

Organizational context and requirements
• The organization needs to develop a coaching strategy to
implement human resources strategies
• It needs to maintain its operational, socio-cultural,
functional, and behavioral factors (Bertram, Blasé and
Fixsen, 2015)
• The organization also needs to manage various issues

Resource needed
• Explanatory materials and communication fliers
• Documents that establish the ground rules related to the
coaching relationship
• Physical or electronic presentation design
• Templates based on personal coaching plans

Expected outcomes
• To enhance good interpersonal relations and performance
of the employees
• To improve performance in a particular area and develop
an action plan
• To focus upon the acquisition of knowledge and job-skills
• To identify development plans and personal learning
(Berman and Thelen, 2018)
• To facilitate learning opportunities and monitor
performance

Coaching strategy

Methods of communication while delivering
the coaching
• Effective non-verbal communication strategy
• Using verbal communication strategy
• Utilizing conversation fillers
• Using an effective visual communication strategy
• Asking open-ended questions

Different learning styles of the employees
• The intrapersonal learner
• The interpersonal learner
• The mathematical or logical learner
• The spatial or visual learner
• The Kinesthetic Learner
• The Rhythmic and musical learner
• The naturalist
• The linguistic learner
• The conversationalist

Roles and responsibilities of key individuals
• The role and responsibilities of a coach are to analyze employee
performance and motivate them
• The coaching program coordinator is responsible for conducting,
coordinating, developing, designing and managing training programs
• The role of steering committees is to achieve project outcomes,
provide advice and ensure the transfer of project outcomes
• The trainees are responsible for the completion of summative and
formative assessment, application forms and teaching and learning
tools (Bertram et al., 2015)

Scope of the strategy
• Coaching possess the flexibility and freedom to address a
huge range of professional and personal aspects
• It helps in enhancing the behavioral change of the
employees through learning and self-awareness

Overall organizational support needed
based on organizational procedures
• Involving managers with coaching skills
• Engaging every individual into the journey
• Incorporating coaching into training
• Looking forward to gaining opportunities related to
external coaching

Timeline
Pre-Training Month 1 Month 2 Month 3 Month 4 Month 5
Assessment
Individual Monthly group calls and coaching calls
Motivational
interviewing
and training
Open street map monthly check-in calls
Assessment
Follow up training
Wrapping up of
Agency Project

Tools and techniques to collect, analyze and report data on coaching
outcomes
• Instruments for the process of coach-trainee selection
• Wide range of technologies such as computer or online-
based
• Utilizing coaching programs
• Surveys
• Control groups
• Evaluation framework