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Building an in-house Coaching apparatus in Multi-stores
Capitalising the development of coaching skills to breed future talent pools

The Need

Soon after the successful completion of a customised behavioral programme on people management for all BU, store and front-line sales managers, this multinational chain of technology and culture products multi-stores needed a thorough follow-up process to identify future talent pools and expand on the coaching competencies of certain key players. This initiative would have to combine a longitudinal process of mapping people’s concrete present situation, initiating a sequential development programme to practice new behavioral approaches and measuring the progress of certain development areas.

The Solution

In close cooperation with the HR Director of the company HRP articulated a four-step coaching apparatus, which is designed to create measurable results on a year-long change process. The participant’s group will have to join a 360° Feedback process using the Mid-Level Leader model of Profilor©, so as to identify key development areas and their impact on business priorities. HRP consultants will also deliver individual coaching sessions on feedback outcomes with all participants, whilst also transferring this coaching approach to the HR director to create in-house feedback autonomy. The insight gained will be then utilized to formulate a custom-made development programme focused on three role-pillars: Advanced Management skills, Team-Synergy competencies and Coaching. This development phase adopts a sequential approach, with intermediate periods of practice and experimentation on concrete action plans in-between each training day. This phase will engender a group of coaching pairs (buddy-coaches) from the participating managers that will have to practice these newly acquired skills on a scheduled basis for 3 to 6 months and present concrete outcomes during a group session. This initiative will be concluded with a longitudinal evaluation of the behavioral change occurred using PDI’s Time2Change© tool. The last step of this initiative is going to identify a team of in-house coaches for a wide-ranging company service.

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