Is the coaching process we are using the same as what I learned in the certification workshop?
The ING Coaching Proposition that we are delivering is the same as the one you learned during the certification workshop. However the coaching program has been adapted to fit the client’s (ING) specific needs (e.g. a 7-month coaching process, that does not include a 360 assessment upfront delivered by us) + a number of other things that ING wanted us to include. The eLearning explains the service proposition that we have agreed with ING, as well as the 360 Feedforward coaching components. In order to fit the client’s needs a number of modifications have been brought into the process.
How can I provide the activities in the Statement of Work in just 14 hours?
One of the value propositions for our clients using the Coaching Platform (digital coaching solution) is to create a very tight agenda that can be delivered in 90-minute sessions. Part of that means that you, as a coach, need to be disciplined when it comes to implementing and delivering the coaching during that time. The Platform contributes to the shortening of that time that you would otherwise need to invest. It’s about having a tight conversation with the leader you are coaching. You are free to have longer sessions, however you only get paid for the time allocated for each session in the SOW.
Which is more important to follow: the overview in the Statement of Work or the agenda in the eLearning?
The SOW is a general description of the service provision that we have agreed with the client and sub-contracted to the coach. The eLearning specifies in further detail exactly what needs to be done. By following the process on the eLearning and the Coaching Platform, you are, by default, in line with the SOW.
Coworker briefing meeting is not on the Statement of Work. Is joining optional?
You will see an activity called Coworker Onboarding. This is a modified version of the Coworker Briefing that is lighter on the leader and easier for coworkers to say yes to. The leader will be speaking with each of their selected coworkers. The coach does not need to be in attendance.
Can the coworker onboarding be done in a group, or does it have to be individually?
It can be done either way. While previously the coworker briefing was heavily based on everyone being in one place at the same time, the new coworker onboarding gives the leader a little more flexibility to spend a few minutes with each coworker to customize and share their message. Conducting the meetings in a group setting or individually is up to you and the leader, as long as all coworkers go through this process.
Are interviews with the line manager and HR conducted by the coach or leader?
Session 2 in the coaching process (behavioral interview with line manager and HR), which is also described in the eLearning, is a 4-way meeting with you, the leader, the leader’s manager and possibly the HR business partner. This meeting will be led by the coach, however most of the input in this session should come from the leader’s manager, followed by the HRBP (if applicable).
Please remind your leader to inform their line manager and HR on the meeting details. They can do so by forwarding them the confirmation email they received upon booking Coaching Session 2 (the date & time of the meeting and the video conferencing link are included in that email).
Can I have coaching sessions in-person?
The contract with us and the client are for online sessions. Large projects with large organizations are best conducted with consistency across coaches.