XYZ Limited: International Finance Coaching Program Report

This report analyzes a coaching program implemented by XYZ Limited, a finance company, to address declining client base outside of India. The program aimed to equip employees with the necessary skills and knowledge in international finance, covering topics such as global economy, financial globalization, international financial transactions, foreign exchange, modern portfolio management, and derivative markets. The coaching program involved a six-month schedule with sessions including lectures, examinations, and interviews. The report details the program's structure, content, coaching contracts, schedules, agendas, and evaluation methods. It also assesses the program's impact through feedback, performance reviews, and self-reflection notes, indicating improvements in employee skills and client retention. The program involved 50 employees, including new appointees, and included a coaching contract with responsibilities outlined for both coaches and coachees. The program incorporated both directive and non-directive coaching styles. The coaching program's success was measured through examinations and interviews, with a focus on adapting to the changing international financial environment and improving employee performance to retain and attract international clients.

Coaching Program of XYZ limited
XYZ Limited is one of the reputed name in Finance industry based in India. The
company carries an experience of 15 years in primary and secondary financial market.
It has now client base over 10 countries including USA, China, UK, Australia and
France. The company has achieved success over a period of time due to its quick
adaptability and responsiveness to the changing environment. Its work force is the
strength of organization as the business success is highly dependent locking deal with
clients. [Parsloe, E.,et.al 2009]
The company CEO felt that outside India, their client base is reducing since past 6-8
months. From the primary investigation, it is found that the employees deployed there to
get clients are not able to lock deal with foreign clients. The major business of XYZ
limited is consultancy in financial matters like merger and acquisition, tax consultancy,
underwriting, mutual fund and derivative trading.
Due to change in financial rules and regulations, lack of skill, knowledge about
international financial market are causing trouble for employees.
This is the reason, the company decided to conduct a “Coaching program for
International Finance” for the existing employees and new appointees. [Garvey, B
et.al2017]
International Finance coaching
Initial Engagement
The coaching program would be carried over a period of 6 months in total. This would
carry knowledge, skill and experience sharing over ‘International Finance’ to the
trainees. This coaching program is falling under “Career Development” planning.
Aim- To aware the employees about the changes in international financial environment
and to prepare them to adapt the changing scenario for growth and prosperity of
business.

Evaluation- The program success would be measured based on the scores they got in
written examination and interviews conducted by coaching staffs. This would be
reported to CEO directly.
Communication- All communication between trainer and trainee would take place via e-
mail and face to face interaction. Other communication channels are permitted by
trainers only.
Present status of Trainees
For the coaching, the company is going to take 50 employees (20 new appointees) for
the coaching program. Here is a composite present situation of employees regarding
their qualification, knowledge and experience in international finance.
The present status of
employees’ shows that
majority of employees have
no idea regarding recent
amendments and changes.
Even most of employees are not
much experienced and quite a few have done typical finance professional course.
32%
64%
4%
% of Employees
CA/CFA/CS/CMA
M.COM/MBA
(FINANCE)
BBA (FINANCE)/B.COM
12; 24%
25; 50%
13; 26%
%of Employees aware of
changes
Yes
No
Not sure
36%
32%
29%
3%
Experience in years
Less than 1
year
1-3 years
3-5 years
More than 5
years

Overall they need to know the recent changes in international finance and the approach
to the change in client mind-set for their portfolio. [Kowal, J.,et.al2007]
Area of focus on coaching
 The recent global economy
 Financial Globalization
 International Financial transaction
 Foreign Exchange
 Modern Portfolio Management
 Derivative Market
The coaching contract (Template form)
This agreement is made between XYZ EMPLOYEE and XYZ Board for 20 coaching
sessions.
The coaching relationship
The purpose of the coaching relationship is to support the coachee to achieve their
goals. The coach and coachee would first come to an agreement about the nature of
coaching. Coaching is a non-therapeutic intervention intended for coachees who wish to
enhance their performance or improve their work or personal situation. Either the
coachee or the coach is able to exit the coaching relationship without giving any reason,
subject to appropriate notice being given.
Coachee’s responsibilities
 To attend coaching sessions as agreed
 To select topics for discussion
 To set and pursue meaningful goals
Coach’s responsibilities
 To manage the coaching process (including timekeeping)
 To undertake regular professional coaching supervision
 To maintain confidentiality (subject to certain exemptions) [Thach, E. C. (2002).]

Number of sessions and fees
The coachee and coach would meet for 20 sessions, each lasting for no longer than 20
days.
.
This is a “cost free” program for employees. All the expenses Would be borne by XYZ
Company.
Rescheduling coaching sessions
Coaching sessions can be rescheduled by either the coachee or the coach within 5
days’ notice.
Information about the coach
Mr. Joseph Edwards- Regional Relationship Director (India) CA, CMA, EXP- 15 years
Mr. Naveen Jaiswal- Senior Finance Executive MBA (Finance), M.Com, CS, EXP- 10
years
Ms. Sian Yuan- Chief Financial Advisor (China and USA) CFA, CMA, EXP- 7 years
Style of coaching
Style of coaching [directive-50% non-directive (web based-50%)].The coaches are
allowed to inform HR and CEO directly regarding an employee performance and
participation.
Ethical Ground
Any violation of company rule or mis conduct would be taken seriously and actions
would be taken strictly.
This coaching contract should be signed by both the coach and coachee. It should be
referenced at the start of each coaching conversation.
Coachee and coach signature with date (given here)

Schedule of Coaching Program
Start Date Duration Agenda Mode of
Communication
Conducted by
1-July-2017 1 Month Orientation and
setting up for
program
Face to Face
Interview
Mr. Joseph
1-August-2017 15 days Evaluation and
goal setting
Interviews and
exam
Mr. Joseph
16- August-
2017
1 month
5 sessions
Global
economy
Lecture and
web based
Mr. Naveen
17-
September-
2017
12 days
2 sessions
Financial
Globalization
Lecture Ms. Sian Yuan
1-October-
2017
15 days
2 sessions
International
Financial
transaction
Lecture and
web based
Mr. Joseph
16-October-
2017
20 days
3 sessions
Foreign
exchange
Lecture and
web based
Mr. Naveen
6-November-
2017
20 days
3 sessions
Derivative and
mutual fund
market
Lecture Mr. Joseph
27-November-
2017
28 days
5 sessions
Modern
Portfolio
Management
Lecture, web
based
including one
simulation task
Ms. Sian Yuan
30-December-
2017
1 day Evaluation and
feedback
Face to Face Mr. Joseph

*The lecture session includes written examination and interviews at the end of the
session. Each session’s duration is decided by coach as per his/her need. [Allen,
J.,et.al1998]
*Evaluation will be based on examination and interviews.
Proforma of discussions at sessions
For coach
Agenda Aim of agenda Discussion Progress
Orientation and
setting up for the
program
To make
employees aware
of the need of
change in financial
environment
A brief idea about
recent changes in
financial
environment
explained. The
decline in foreign
client base of the
company
highlighted
Able to make
employees to
understand the
need of coaching to
enhance their
knowledge and
skill.
Evaluation and
Goal setting
To know the
present status of
employees and to
prepare employees
for future tasks.
Their knowledge,
experience, skill are
tested through
tests. Results were
analysed by
coaches.
The fact that
training is needed
to majority of
employees
regarding various
financial topics.
Global economy To aware the
recent changes in
global economy.
Global economic
trend, the impact on
financial
environment,
industry and
company
Able to make the
coachees
understand the
downswing of
international
economy and how
to deal with it.

Financial
Globalization
To understand
financial variability
in countries
Difference in
financial
requirements of
countries and how
is it integrated
Coaches are able
to find differences
in financial
approach of country
people and
business.
International
Financial
Transaction
To introduce recent
amendments and
tactics of
international
finance.
Discussion on
financial
transactions, trends
of securities, laws,
opportunity for
business etc.
Employees are able
to adapt new laws
and regulations and
applying new
tactics.
Foreign exchange,
mutual fund and
derivatives
To understand For
exchange
transactions in a
better way.
Detail accounts of
for-ex transactions,
changes in pattern
of investment, new
prospects.
Increase in ability of
employees to crack
deals of for-ex.
Portfolio
management
To give guidance of
suitable portfolio for
present days.
The idea,
knowledge and
strategies to
provide exact
portfolio advice to
customers.
Employees are able
to crack deals in
simulation test.
For Coachee
Agenda Aim of Agenda Discussion Progress
Orientation and
setting up for the
program
To understand why
I need coaching
The discussion with
senior officials and
coach to know the
relevance.
Prepare for the
preliminary test for
knowing present
status.

Evaluation and
Goal setting
To know the level
of KSA and what I
need to achieve
now onwards
Discussion with
coach regarding the
present KSA
usefulness and
improvement area.
Correlating present
KSA with future
goal to find gap.
Global economy To understand the
recent changes in
global economy.
Discussion with
coach regarding
recent economy
and their impact on
our working.
To use the recent
economic changes
in work.
Financial
Globalization
To understand
financial variability
in countries
Discussion with
coach to use
variability concept
in client dealing.
How to make client
understand the
changing situation.
Application of
tactics given by
coach during
session.
International
Financial
Transaction
To understand
recent changes in
rules and
regulations and aits
application.
Doubt clearance
about new laws and
regulations. Use of
those in client
service
Application of new
rules and
regulations in work.
Foreign exchange,
mutual fund and
derivatives
To know new ways
to offer instruments
to clients.
Understanding
securities and other
financial
instruments useful
according client’s
requirement.
Use of strategies
provided by coach
to imply in work.
Portfolio
management
To provide the
optimum portfolio
advice to client.
Discussion on
optimum portfolio,
use of APM, CAPM
Use of new tools
and techniques to
approach client and

method their retention.
[Feldman, D. C et.al2005]
Two-way feedback Format
Agenda Success measure Coach feedback Coachee feedback
Orientation 99% participation Full support of
employees to
attend the program
as they realised the
need of coaching
Coaches are able
to make us
understand the
need of training for
new challenges.
Evaluation and goal
setting
100% trainee were
evaluated and set
their own goal.
Employees opened
up about their KSA
and informed goals.
Coaches told the
gap in KSA and
helped in setting
goals.
Global Economy 97% passed test Employees are able
to understand
change.
Coach is able to
explain change in
global economy.
Financial
globalization
95% passed test Trainees are able
to make strategies
for new financial
environment
Difficulties
regarding making
client financial
strategies were
solved by coach.

International
Financial
transaction
80% passed test Leaving few
employees
especially
newcomers, rest
find it easy to imply
in service.
As a newcomer, we
feel difficulty to
understand the
implication. This is
later addressed in
extra session.
For-ex, Derivative 99% passed test They got idea about
how to offer
instruments to
clients and their
use for financial
stability
We got to know
about strategies to
approach client for
each of the
securities.
Portfolio
Management
89% passed test
and simulation
Performed well to
advice clients for
optimum portfolio.
Struggled with new
instruments.
Coach is able to
related CAPM and
APM model in new
portfolio strategy.
Impact of Coaching- Self- reflection note
Target for
improvement
What will I do to
achieve the
improvement?
How will I
measure the
improvement?
Outcome Reviewing progress
Goal setting Help the new
employees to
understand the
work culture,
ethics and align
KSA with that
There will be
target setting
for each
employees.
95% people
are able to
get the
target after
coaching
period.
Employees are
reviewing goals bi-
weekly.
Internationa
l Financial
Giving
demonstration and
If they are
able to do 5
80% of
employees
Evaluation of
transaction by CEO

Transaction mixing of senior
and junior to make
fresh employees
to understand the
transaction.
transactions
for client in a
month, they
are achiever.
are doing 5
on an
average.
and coach.
Portfolio
Managemen
t
Making employees
to understand the
tactics by using
videos, live
sessions and guest
lectures.
If 100% of
employees
attended
program
achieves
80% of client
retention.
75% of
client
retention is
going post
coaching.
Each client deal is
viewed by coach and
CO and also client
feedback is taken.
Self-
evaluation
Employees are
given advice to
evaluate own
performance.
100%
employees
are doing
self-
evaluation.
62%
employees
are able to
mark them
achiever or
under
achiever
Self-goal setting and
achievement
measurement prior to
senior evaluation.
[Feldman, D. C.,et.al2005]
References
Parsloe, E., & Leedham, M. (2009). Coaching and mentoring: Practical conversations to
improve learning. Kogan Page Publishers.
Garvey, B., Garvey, R., Stokes, P., & Megginson, D. (2017). Coaching and mentoring:
Theory and practice. Sage.
Feldman, D. C., & Lankau, M. J. (2005). Executive coaching: A review and agenda for
future research. Journal of management, 31(6), 829-848.
Kowal, J., & Steiner, L. (2007). Instructional Coaching. Issue Brief. Center for
Comprehensive School Reform and Improvement.