Addressing Budget Constraints
Coaching Lite – This term was popularized by Walmart’s coaching program back in the 1990s. The approach is intense at the start and followed up with shorter, less frequent check-ins/coaching sessions. Research shows that for many outcomes, having < 5 coaching sessions produces the same or even better results than having 5 or more sessions. With cost and time committed being lower without sacrificing effectiveness, it’s no wonder that Coaching Lite is our most popular option. The coachee experience entails:
- Complete online psychometric tools measuring personality (the 5 factor model and derailers), leadership style, and critical thinking.
- Participate in a 1-hour interview with a PCI psychologist.
- Receive a custom-written developmental report written by the interviewing psychologist.
- Engage in a 1-hour assessment debrief and developmental planning session with the Psychologist/Coach.
- Commit to 30-minute check-ins/mini-coaching sessions, scheduled monthly or quarterly (total of 3 to 5 sessions is typical).
Remote Delivery – Research shows that face-to-face, telephone, video-conference and mixed approaches lead to similar results. Our coaching is done remotely because it is just as effective and it costs less than onsite, face-to-face sessions.
Showing Return on Investment
A 2020 Global Coaching Study showed that evaluating the impact of coaching was the #1 ongoing challenge for most organizations. This is because there is no “one-size-fits-all” equation to measuring leadership coaching’s impact.
It has been proposed to focus on calculating Return on Expectations Training Magazine, which hinges on linking coaching to the relevant metrics and desired outcomes that matter for each organization. These should be tied to your organization’s mission, values, and goals.
For instance, one positive result of coaching is improvement in employee engagement. So, if this is one of your strategic goals, engagement would be measured pre- and post- coaching. This can be done on a smaller scale (i.e., the leader and their direct reports complete a survey) or at the organizational level if a broader coaching program is in place.
Before any coaching begins, we help you to:
- Define your expected outcomes and how they tie to your mission, values, and goals.
- Determine what metrics will be used to evaluate those outcomes and how they will be measured.
- Communicate a consistent message to the coach, coachee, and key internal stakeholders on the purpose of the coaching, the expected outcomes, and how those will be measured.