Transform Your Coaching Program: Secrets to Sustainable Talent Development

What if you could transform your coaching program into a powerhouse of talent development? That's exactly what you'll learn in this episode, where we share the secrets to building an effective and sustainable coaching training program. We dive into the essential components you need, starting with the importance of a structured coaching framework, much like an outline for a stellar presentation. Our unique QALMS framework—questions, activities, learning projects, motivators, and supplemental coaching—serves as the backbone to ensure consistency and direction, helping leaders develop their teams more efficiently even with limited in-person interaction.

Get ready to discover practical and actionable steps to elevate your coaching efforts. From the necessity of repeated practice to the power of positive feedback during early sessions, we offer a roadmap to foster continuous improvement. You'll also learn about our innovative coaching pods for real-world application and our cutting-edge platform, CoachApply 5.0, which provides a treasure trove of mini coaching strategies. This episode is packed with invaluable insights for anyone looking to start or refine their coaching program and ensure its long-term success.

Welcome to Coaching Conversations

We have created a NEW service called Coach 2 YOU where leaders can assist short targeted 7 to 21 day programs to coach their employees without ANY of their own time to truly partner and assist in the coaching process. Get more info here: https://form.jotform.com/233504052497051

Checkout our Approachability & Coachability series where we use a webinar-based coaching approach to develop all employees to become approachable and coachable. This leads to better teamwork for leadership and organizational culture improvement

Get more info here: https://form.jotform.com/233023396805051

Transcript

Speaker 1: 0:37

Starting a coaching training program or improving your coaching training program really takes a couple fundamental business imperatives. First and foremost, training. Now I'm going to make an editorial and my training friends will understand where I'm coming from. Training by itself is not the entire answer. Training needs to be followed up with some reinforcement strategies. Now let's first talk about training. Training needs to also followed up with some reinforcement strategies. Now, let's first talk about training.

Speaker 1: 1:02

Training needs to also have a coaching framework. You need to teach people how to coach through a framework. Here's why it's a lot like improving coaching skills, and maybe a parallel would be speaking skills. Yet speaking skills lead to presentations. Would you honestly get up and do a presentation without an understanding or an outline or a framework of what you're going to deliver? Would you just honestly get up in front of a large group of people and just shoot from the hip? Probably not. A coaching framework serves the same way. Even though the stage is smaller, it keeps leaders on track. It keeps the process on track.

Speaker 1: 1:40

Now we happen to teach something called QALMS questions, activities, learning projects. That's our direct coaching. M is the motivator. What is in it for this person? Where do they want to go? And then S supplemental coaching. Supplemental coaching are prescriptive coaching strategies that allow leaders to accelerate talent development without any of their own in-person time. That's what people love about our coaching framework.

Speaker 1: 2:02

So, number one train and then train on a framework. Number two practice, practice, practice, a little bit more practice. After that you have to practice. Coaching is a new language. You cannot speak it fluently because you attended a training session. So if you're in the learning development training space, we have to schedule practice sessions. Now we do something here at Progress Coaching called coaching pods. The way you make this effective is have people share their target coaching individual, someone that they're coaching that they can share. So there's a real world application which leads to what the WIFT? What's in it for them? It's not training. Now we've actually gone to real-world application. That's how you deliver practice. Number three when people are practicing and role-playing for the first four to six sessions, stay away from constructive feedback. Ask people to talk about their partner who they practice with or themselves positively, such as John. What did Jill do well, jill? What did John do well In that practice session, john? What did you do that you're really proud of, jill? What are two things you did you're proud of Help people feel good about getting better, then they're going to be more willing to practice as they go forward.

Speaker 1: 3:21

Now, in addition to that, we have training, we have application, we have cohorts, we have practice. Then we have to also provide support. You have to have tools, support where people can prepare for coaching sessions or self-educate. So if you have a team, a leader might say I'm coaching one person in taking more initiative, another person in more decisive decision-making. I've got to coach a really strong employee, a high potential, when we don't have any promotional opportunities.

Speaker 1: 3:50

All of those require different conversations. So we can't just use the framework. We also have to embed creativity within the framework. So what we've done here at Progress Coaching is we've created a platform called CoachApply 5.0, which has hundreds and hundreds of mini coaching strategies, from attitude to change management, to time management, to sales, to customer service, to attitude to motivation, giving people the exact questions, activities, learning, projects, using our framework qualms so people can download or print those plans so they can prepare and self-educate. So if you want to launch a successful or if you want to improve your coaching program number one training. Number two have a coaching framework. Number three practice, practice, practice. Number four feedback progressions. Use feedback strategically to get people to feel better and then have some support elements that allow people to prepare and self-educate.