Benchmark- Executive Coaching Plan
Develop a coaching plan for an individual within an organization. Take into consideration the coach, individual, and organization relationship when constructing your plan. Your plan should include:
Responsibilities of coach and client (consider the logistics of the coaching arrangement, agendas, cell phones, etc.)
Boundaries of confidentiality you will set as the coach, with the client and organization or other stakeholders (communication in session and out of sessions, meeting time)
Cost of coaching.
A clarification of personal and professional goals of the coaching (the desired outcomes of the coaching)
A timeline to reach the goals of coach and client, including benchmarks for improvement.
Check-in points, which includes a self-reflection of what is working with the client and what is not working, how to adjust, checking in with client to see if they feel they are making progress.
Guidelines for leaving the coaching relationship (reflective questions, future goals, how will they use skills learned).
Use four to six scholarly resources to support your explanations.
Coaching Plan for an Individual in an Organization
One of the goals of developing a coaching culture will be to utilize both scheduled and integrated coaching and to create a framework for successful coaching efforts (Núñez-Cacho, Grande, & Lorenzo, 2015). This paper will focus on how scheduled coaching can be utilized and the effectiveness of using a coaching plan to ensure that an individual in an organization is effectively coached.
Responsibilities of Coach and Client
A central element of coaching will be the identification of growth opportunities for individual team members. The coach will therefore be responsible for the development of growth opportunity analysis that will help in the understanding and the creation of visual pictures of their growth (Peláez, María, Salanova, Martínez, 2020). For an individual working in an organization scheduled coaching sessions would be the most effective. Scheduled coaching sessions would be convened three times a year with follow up updates being done through phones and emails after every two weeks. The coaching plan is a shared responsibility between supervisors and team members. Team members will therefore act as the main initiators of the coaching plan while the coach will develop the coaching plans and come up with meaningful goals to be achieved in the coaching session. The duration of the coaching arrangement for an individual in an organization can therefore last for a period of one year.
The first step in developing a coaching plan for a team member in an organization would be to identify the skills that the members need to develop (Losch, Traut-Mattausch, Mühlberger, et al., 2016). This will include the critical skills that team members will rely on to perform their duties for instance a framework including the skills and the competencies of a given organizational member would be effective. The most critical skills for a team member in an organization would be people management, customer service, communication, project management, and office duties. Among the highlighted skills the organizational member may need development in people management and communication. The coaching plan would focus on developing these skills.
Boundaries of Confidentiality
There are several boundaries of confidentiality that I would need to consider with the coaching client. All the contents of the coaching session would need to be kept confidential with the coaching clients not divulging such information to third parties. The meeting place of the coaching session would be a private board room where the client could get the best out of the coaching session without the distractions of other people. Communication during the coaching session would be done through the use of formal emails which would enhance confidentiality and enhance a formal relationship between the clients and the coach (Deiorio, Carney, Kahl, Bonura, & Juve, 2016).
Cost of Coaching
The cost of coaching would be settled by the organization which the coaching client works for. This would therefore make the coaching relationship to be more effective because the client would not have to worry about payments for the coaching session and would instead concentrate on getting value from the coaching session (Grover & Furnham, 2016).
Personal and Professional Goals of Coaching
For an individual working in an organization, the personal and professional goals for the coaching plan would include enhancing the client’s people management skills and also enhancing their communication skills. The achievement of the coaching goals would therefore only be possible through the use of an elaborate coaching plan (Deiorio, Carney, Kahl, Bonura, et al.2016). The professional goals of the coaching arrangement for the client who wants to improve their people management and their communication skills would include; relating more effectively with team members and also relating effectively with customers. At the end of the training session, the client would expect to be able to manage his team members effectively in a way that would enhance collaboration and promotes productivity. The client would also hope to improve greatly in their communication through the coaching session. This would include gaining the right communication skills to utilize among both the colleagues in the organization and the customers they attend. By becoming a better communicator, the coaching client would be able to achieve both their personal and professional goals in the workplace. The personal goals of the client from the coaching arrangement would include advancing their career and also enjoying their work life. By becoming proper managers as a result of the coaching arrangement, the coaching clients would be in a better position to enhance the productivity of their subordinates in the organizations they work. This would help to boost their chances of career advancement and promotion. The coaching arrangement would also play a big role in helping the client become a better communicator. This would help to achieve the personal goals of the coaching clients to utilize communication to avoid conflicts and to live more satisfying personal and professional lives (Losch, Traut-Mattausch, Mühlberger, & Jonas, 2016).