BSBLED806: Coaching Strategy Implementation Report

This report outlines a comprehensive coaching strategy for Sim's Hardware, focusing on improving work processes and employee performance. It begins by establishing the organizational context and needs, emphasizing the company's mission to provide quality products and ensure customer satisfaction. The report identifies the resources required, including financial and HR resources, alongside the importance of defining objectives and setting milestones. Expected outcomes include the development of a strong coaching program, modern coaching tools, and improved communication skills. It explores interactive training methods, considers different employee learning styles, and defines roles and responsibilities for key individuals within the coaching strategy. The scope of the strategy involves a two-stage approach, encompassing the purpose of coaching and the specific needs of employees. The report also details overall organizational support, timelines for implementation, and discusses the design of training tools and resources. Finally, it summarizes the outcomes, highlighting the importance of management support and the use of advanced tools for success. The report concludes by referencing relevant literature to support its findings.

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 3.....................................................................................................................3
Coaching Strategy..................................................................................................................3
Organizational Context and needs.........................................................................................3
Resources required.................................................................................................................3
Expected outcomes.................................................................................................................4
Methods of interaction while delivering the coaching...........................................................4
Different learning styles of the employees.............................................................................5
Roles and Responsibilities of key individuals.......................................................................5
Scope of strategy....................................................................................................................6
Overall organizational support...............................................................................................6
Timelines for coaching strategy implementation...................................................................7
Table No 1: Timeline Table...................................................................................................7
Discussion of the induction, design and training tools and resources for trainees and
coaches...................................................................................................................................7
Review Process......................................................................................................................8
Summary of the outcome.......................................................................................................8
References and Bibliography.....................................................................................................9

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Assessment Task 3
Coaching Strategy
The target for a coaching program is to improve the work process as well as the work
performance. The work process usually focuses on different situations, skills and business
goals that are important for business success. The strategy for a coaching activities are thus
one of the most important elements of a business. The presence of an effective style of
coaching is essential for the success of the organization in the long run.
Organizational Context and needs
The mission of Sim’s Hardware is to provide quality products that are 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. 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;
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. A HR team will have to
analyse the internal and external data to get a clear idea of the resources that are

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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;
 Outcome 1- Development of a strong coaching program of Sim’s Hardware
 Outcome 2- Development of modern coaching tools and resources
 Outcome 3- Development of a proper and imperative coaching strategy that can help
to develop communication and value management skills
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

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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 (Tilka & Johnson, 2018). 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
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).

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c. Other roles- There are some other roles that are equally important in the new coaching
department (Tilka & Johnson, 2018). 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 (Nguyen, 2018). 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
b. Ensuing transparency within Sim’s Hardware
c. Collaborating with the organization
d. Clearing objectives and goals
e. Building mutual trust

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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
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.

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Review Process
The above mentioned processes and changes in the coaching theory can help the
organization to gain a strong position in the market in the coming days. The overall
organizational support of the management and the use of the advanced tools in the process
can be a key for the success.
Summary of the outcome
The overall organizational support of the management and the use of the advanced
tools in the process can be a key for the success (Nguyen, 2018). Though the present gaps in
the organizational coaching process can be improved using the current strategy, the future
development of the tools and techniques and a better use of the social media tools can also
prove to be equally beneficial for the success of the organization in Australia.

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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.