Why Sponsor Coaching?
Coaching is a guided process that supports your people create the results you want. It offers a framework for them to:
- set goals that stretch and challenge;
- plan strategies and actions to achieve goals;
- be held accountable for taking action; and
- develop thoughts feelings and behaviours that will support their success.
As a sponsor you have a significant interest in the success of the coaching process. After all you are responsible for funding and assuring your organisation gets a return on investment.
Stephen Harrison of Harrison International provides the following coaching options:
- Individual (Executive/Leadership) Coaching: One-on-One sessions (generally up to an hour at a time) to address the specific needs of an executive or a leader.
- Team Coaching: observations by coach and sessions with the team to address and develop team and interpersonal functioning to strengthen team cohesiveness and performance.
- Group Coaching: group setting for individual development where common themes may exist, and will be surfaced, without there being a team component to the group.
Why Coaching? The Benefits!
Coaching directly supports organisational development by enabling individuals and teams to:
- increase understanding, capability and confidence in their roles and responsibilities
- improve interpersonal, leadership and management skills
- set and achieve stretch goals
- gain fresh perspective and insight into how to deal with challenges
- strengthen performance, accountability and responsibility
Coaching provides individuals and teams with a unique and targeted intervention that addresses their development where they are and with what they need.
Why have Confidence in Coaching?
Coaching, as offered by Stephen Harrison, is based on the standards and credentialling processes of the International Coach Federation. As such, the coaching offered means Stephen has:
- the ability to work with your people based on where they are in their development, and provide them with what they need to meet their existing and emerging challenges
- appropriate training and experience
- committed to adhering to an internationally established Code of Conduct for coaches
- receives regular supervision and other professional development to assure he is always strengthening his capabilities
- interest in meeting with you as the actual/potential sponsor of coaching to understand what matters to you.
The Sponsor and the Coaching Process
With responsibilities to your organisation, and a team to apply to delivering results, you need them to succeed. There are many development options available to you. To be reading this, you realise that coaching is one you will consider.
It is important that you identify a coach that will work effectively with your people. Things you might check in engaging a coach include their:
- background and experience, both as a coach and in other professions
- reputation and credibility, often from others who have used them in a similar capacity
- credentials. Do they have any? If so, are those credentials provided by an independent organisation focused on standards-based coaching, or one that has a direct commercial interest in training coaches and spreading their brand?
Refer to my web site for the answers to these and other questions you may have about who I am, what I offer, and what you can expect.
As sponsor of a potential coachee, I would meet with the two of you to understand your needs, and theirs, and to discuss the coaching agreement. Simply put, you can ask the coachee for their feedback on sessions with me, but as coach I will not divulge any content of our sessions. I would share how many sessions we have held, and how they are progressing relative to any agreed schedule.
If the coaching relationship will not work, I will end the relationship in line with the Coaching Agreement. The coachee has the same right. There is no point wasting time and money. Usually the initial meeting is sufficient to confirm the relationship will work
The coachee brings to the sessions whatever they decide is most relevant for them to work on. As their coach I may challenge them if they appear to be off what was discussed in the initial meeting with you. However, given that one of coaching’s intended outcomes is a self-empowered and self-sufficient leader, the coachee maintains responsibility for the overall direction of the coaching session(s).
You would likely see changes in behaviour of the coachee after a few sessions that suggest some of the impact of the coaching. That would be a great time to inquire of the coachee about what they are gaining from their coaching experience.
As with any development of your people, the benefits show as suitably adjusted behaviours and increased capabilities and capacities in areas that matter. Coaching leads to readily observable shifts. You will see the results and the benefits.
Further Information on Coaching
The following brochures provide the full information on coaching and the various options offered by Stephen: