Organizations are increasingly recognizing the value of corporate coaching programs for talent development and improved business results. But what are the key elements of a successful program? This article outlines the 10 essential components of a successful corporate coaching program, from selecting the right coach to providing the right resources. The first step in creating a successful corporate coaching program is to select the right coach. A study by Bersin and Deloitte found that organizations with “excellent cultural support” for coaching scored 75% higher on talent management results than those with no or weak support.
The greater the cultural support for coaching, the stronger the results will be. The next step is to assess strengths and skill gaps. Working with the client to determine how to get from where they are now to where they want to be is a very individual process, and the leadership coach is in a unique position to help create that “road map”. It is far from being a one-size-fits-all process, but it must be adapted to each person in the context of their work environment. Choosing the right problem-solving techniques can prevent a leader from getting “stuck” in the issues they're working on. Just as an expert pitching coach knows the specific elements that a particular pitcher must work on, the expert leadership coach can help the client define the specific actions that should be developed and practiced until they become natural. For a customer, this can be communication.
On the other hand, it can be delegation. The transformation processes used in leadership coaching are uniquely customized for the client and their particular needs. Without proven transformation processes, customer improvement can be short-lived. For the coaching process to be successful, you must remove obstacles and make the right resources available to you. This includes time, money, equipment, training, knowledge, information, senior management participation and support.
Most importantly, your team member must be committed to the process and want to achieve the results. When creating a training program, equity should be at the forefront in terms of the initiatives chosen, the application process, and outreach to potential candidates. Participants will have preferred methods of receiving information, leading coaches to use diverse training styles to produce results. Researchers have identified five critical components of popular training models, as well as the conditions under which coaching is most effective. Corporate coaching can start at the top of the organization or with high-potential employees and other groups of employees. To reduce effort and administrative expenses, consider using a program management tool such as Chronus software for training.
Organizations and individuals who are interested in coaching must understand what elements are necessary for a strong and successful coaching relationship. Effective coaching depends on a strong relationship between coach and employee, a relationship that is born of respect and trust. In order to lay the foundation for effective coaching participation, it is important that the coach and employee refine their approach to development. By understanding these 10 key elements of successful corporate coaching programs, organizations can create an effective program that engages key talent and generates strong organizational results.