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How we will help you to Implement Coaching in Your Company – Part 1

Bongi had used a systematic approach in selecting the best Business Coaching company in the market. Feeling satisfied with her chosen coaches, and matched her coachees to their respective coaches, she now had the most difficult responsibility of all:

Implementing Business Coaching into her company!

To do this, she needed to ensure her Business Coaching company provided a solid framework. This would include a set of benchmarks to measure and guide the coaching process, ensuring each coachee would achieve their individually well-formed outcomes.

The coaching framework will make use of tried and tested coaching tools, such as the T-Grow Model, Goal setting, using the SCARF model, the OCKAR model, The Five Leadership Environments, and several others.

However, for a coaching framework to be successful, Bongi learnt that the coachee needs to:

  • Buy into the relevance of the coaching intervention,
  • Partake in a meaningful contracting conversation,
  • Understand the timeframes, and
  • Work to co-create the coaching implementation phase.

Margi, Bongi’s business coach, emphasised to her that the most important part of coaching are the results.

Margi delineated these 5 keys to successfully implementing coaching in her companyi. This is what Bongi needed to achieve:

1. Design a process so that Bongi Drives Leadership, Talent and Learning, and Development through her company.

Bongi knew that to implement successful coaching this must be driven from the top. Therefore, she needed to work with her C-suite and executive team. Margi emphasised that coaching is a form of both personal and professional development, and when designing and executing the programme, Bongi cannot lose sight of this.

2. Bongi needed to integrate the coaching with the Bigger Organisational Picture.

Bongi watched as the professional Business Coaches spent a reasonable amount of time familiarising themselves with her organisation, its vision, strategy, and culture. She was strongly convinced that any form of coaching must augment and work towards the bigger organisational picture, so that all coaching consolidated with the company’s vision.

3. Bongi felt that the coaching should meet the aspirations and goals of the organisation, teams, and individuals.

The pivotal success of a coaching intervention is the measure of change, and how aligned this is with the aspiration of the individual and organisation. Bongi ensured that each coachee had a vision for themselves, and that this personal vision would make them more committed and engaged in the entire coaching process.

4. Information flows and confidentiality are of primary importance.

For Bongi, confidentiality is core to the success of all coaching relationships. She understood that this could be tricky in a company with a triangulated agreement. Therefore, the terms of engagement needed to be clearly spelt out and agreed upon upfront. With this in mind, Bongi knew that she had a certain amount of control over the information that flowed from the organisation to the coach. Yet, she had no control over what information the coachee would share or hide from his or her coach. This was a concern for Bongi as the coach can only work with the information that they are given, and this part of the relationship could determine the success of the program.

5. Being accountable to her board of directors, Bongi needed to control costs and the scope of the coaching.

Bongi stated a clear budget upfront, which had been confirmed in writing by the Business Coaching company. She was fully aware that there are times when coaching continues beyond the agreed upon timeline or budgetary constraints due to the value being gained. Most important to her, however, is that the coach understands and respects the boundaries and scope determined by their professional code of ethics.

Bongi felt pleased with this plan of action. She had a clearer idea of how implementing a coaching intervention works, and she had developed tick boxes for herself to ensure that each person’s coaching process would be implemented professionally and effectively.

To work with a coach who comes from a Business Coaching company that ensures credible and experienced coaches please visit our Coaching Services page.


i Excellence in Coaching Theory, tools and techniques to achieve outstanding coaching performance Fourth Edition Edited by Jonathan Passmore. 1st Edition 2010