It is often sensible for the organisation to identify a number of suitable coaches (a ‘pool’) who fit the desired requirements of the organisation. This allows the organisation to recruit a series of practitioners who fulfil the organisation’s basic requirements, but who may also have different specialisms or approaches to coaching. It also allows the possibility of offering individuals a choice about who they work with, in the knowledge that all the coaches have been assessed to ensure they fulfil the organisation’s criteria.
Here are some of the areas that the Chartered Institute of Personnel and Development recommends that clients should consider when selecting coaches:
Clients can question coaches about their supervision arrangements so that they feel comfortable with how they review their coaching relationships and keep their skills up to date.
Organisations hiring coaches need to check coaches’ references and credentials thoroughly as well as assessing both their coaching skills and industry knowledge. One idea is to use a questionnaire or checklist to get coaches to clarify their style and approach to coaching and provide information about their skills, experience and qualifications (including which assessment instruments they are qualified to use).
An interview should be used to establish how well the candidate matches your desired coach profile, and to explore any particular areas on which you would like more information.
Research has demonstrated that the single most important factor for successful outcomes in one-to-one relationships such as coaching is the quality of the relationship between coach and client.
Different individuals will prefer different styles of coaching relationship based on a supportive approach, whereas a few benefit from a rather more confrontational dialogue. The vast majority of external coaches will work using a style of coaching that is closer to the ‘pull’ end of the continuum. Considering an individual’s personality and preferred learning style may give an indication of which of these styles may work best.
Establishing a contract for the coaching services is very important as it sets out clearly what services have been agreed for the fees, and what outcomes and deliverables you are entitled to expect.
The coaching contract represents both its scope and its boundaries and should therefore include:
With our MBA level experience and training in the psychology of change, Brefi Group coaches possess the unique combination of maturity, professional skills and human qualities required to work with top decision-makers and the leaders of the future, whether they be in commercial or public organisations or running a small company. Such key individuals have the maximum leverage for change – they provide the leadership and role models for the rest of the organisation. They are under the greatest pressure, and are more likely to suffer from stress and an out of balance work/home life.
We can also train managers as coaches and set up in-house coaching and mentoring schemes.
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To find out more about how Brefi Group could help you, use our contact page, or contact us by telephone on 0845 0678 222, or +44 (0) 121 236 4068 if you are calling from outside the United Kingdom.
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