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HIGH PERFORMING COACHING

What is

High Performing Coaching is a highly effective coaching course with the goal of supporting individuals in improving their performance.

Goals

The main goal is to support managers and talent not only on person empowerment, but also on the level of impact within the organization.

Specifically, the course will help managers to:

Increase one’s self-awareness as an individual, manager and “actor” in the organization

Clarify the areas of strengthening the development goals

Define an action plan for achieving the goals

Identify and remove obstacles and “road blocks”

Support the action plan and monitor progress

Support the action plan and monitor progress

Approach

Systemic approach

The “actors” involved

The purpose of coaching is to improve the performance of the individual in the context of the organization. To achieve this, the person will set goals and areas for improvement that may relate to different areas of expertise.

The goals will be individual and organizational in nature so, in addition to the individual, the direct manager and the HR function are involved.

ROI coaching matrix

A systemic model for assessing the value of coaching

The Stra-Le approach is to identify, for the coaching course, goals and performance indicators in the four areas shown in the diagram. This broadens the vision of coaching from often only personal benefit to personal and organizational benefit.

An example of Matrix coaching

Person

To more effectively and incisively interpret the role of Legal Officer: to strengthen the leadership of the team, but also the leadership to colleagues in other organizational units.

Team

Improve internal team climate; develop those who have fallen behind; invest in people’s professionalism.

Organizational Unit

Effectiveness and efficiency of the Legal function as a real business partner. Decrease external consultancies by 20 percent.

Company

Protecting the bank in 360 degrees.

The steps

BUILD THE FOUNDATIONS

Defining the goals of the coaching course: matching between the goals of the person and those of the organization, defining the measurement criteria.

  • Meeting Coach + Manager + Coachee (duration 1.5 hr.)

REALIZE CHANGE

Individual meetings with the person:

  • It is recommended that a minimum number of 8 meetings (approximately 2 to 3 weeks apart).

Mid-term check point with the manager or sparring partner: The direct leader is involved throughout the process and considered a valuable resource within the process. Thus, not only does it monitor its progress, but it can intervene to affect any organizational blockages that may be hindering the course or to redefine some goals “on the run.” The checkpoint is also very useful for the coachee, who can check the direction of the course in iteration and figure out how best to calibrate it, depending on the needs of the organization.

  • Meeting coach + coachee + manager about halfway through (OPTIONAL – 30 min. to max. 1 hr.)

Distance development: between meetings and throughout the duration of the pathway there is a distance support, with the aim of maintaining an active relationship with the coach and thus keeping the person’s tension and engagement with the pathway high. The person has the opportunity to maintain an active discussion with the counselor, including clarifying any doubts/concerns.

  • Scheduling of call and/or skype connection (with definition of time “windows”)
  • email exchange

MEASURE IMPACTS

Measuring the impacts of the pathway

  • Coach + coachee meeting for matrix compilation (final coaching meeting)
  • Meeting coach + coachee + person to review results (duration 2 hrs.) and action plan for the future

FOLLOW UP

Follow up: the counseling intervention does not end with the last meeting, but the same activities of “remote development” (under 4.) + 2 follow up meetings less close in time with the person (lasting about 1.5 h.). The goal is to sustain the process for at least 1 year, 1 1/2 years and measure longer-term impacts.

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    UNCONVENTIONAL TRAINERS

    We like to call ourselves that – unconventional. Don’t expect easy people. You will be dealing with experienced and very demanding trainers and coaches who do not please the people in front of them, even if they are clients.

    Trainers who invite thinking, deepening, achieving results for which it takes commitment. Real experts, not assumed ones.
    Trainers available to support our clients even after the classroom, through dedicated socials, to help them apply the teachings in their everyday work.

    There will be no shortage of feedback.

    EMOTIONAL INVOLVEMENT

    Participation in our courses remains etched in memory because of the strong emotional involvement. Emotions facilitate learning.
    We start from experiences, from which we deduce lessons. Our experiences are never trivial and are the result of more than two decades of creative activity in the field of adult education.
    The active involvement of all participants is always the most qualified part of our training. Our classrooms have few participants; everyone has to rehearse and is constantly involved.

    CONCRETE

    Concreteness means focus; we concentrate on a few things, the most important, so as to make the most of the time.
    Concreteness means ensuring people’s learning goals. If this is not the case, we are ready to refund the participation fee or provide a new course free of charge to complete the learning.
    Concreteness means providing people with a “toolbox”: the essential tools to put the skills learned into practice immediately in their job role.