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Step Two: Participation
A.
Implement recruitment strategies
B.
Match coaches and coaches
A.
Implement recruitment strategies
Generally
employees understand the overall value of coaching; however, to ask
potential coaches to donate their time to coach requires some
“in-house marketing.” Potential
participants may need to have the benefits for coaches, coachees, and
the organization clearly delineated. Some
organizations recruit participants with flyers or posters, brown bag
introductory meetings, leadership encouragement, and a variety of other
recruitment strategies implemented by the program coordinator and the
steering committee.
B.
Match coaches and coaches
The
program coordinator and the steering committee must clearly define a
process of matching coaches with coachees.
Although there are many ways to do this, here is one straight
forward four-step process:
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Coaches complete a simple bio that
includes positions held and three personal work-related strengths
that they feel are relevant.
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The coachees review the bios and indicate
their two top choices.
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The program coordinator consults with the
coachee’s superior and a coach is selected.
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Coachees should be matched with coaches
outside of the coachee’s office.
Note:
Matching a coachee with a coach within the same chain of command may
cause conflict.
Of
course some coach and coachee matchups will not work.
In such cases the program coordinator should intervene and if the
coaching relationship can’t be revised, it should be terminated and
the coachee reassigned.
Go to Step Three: Coaching Process
Return to
Coaching Outline
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