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The Crucial Step Most Companies Overlook in Coaching Services

Coaching services have emerged as indispensable tools for personal and professional growth. From CEOs to entry-level employees, coaching provides invaluable guidance, support, and skill development.

As a part of our series  ”5 Common Mistakes When Contracting Coaching Services” ,

This week we will delve deeper in to the #4 on the list: Inadequate Follow-Up and Support.

This is a common pitfall many organizations stumble upon but having regular follow ups and ongoing support are essential components of effective coaching services and provide concrete strategies to ensure lasting results.

Why Inadequate Follow-Up and Support Matters:

Imagine hiring a fitness trainer, working hard for a few months, and then abruptly ending the sessions without any guidance on how to maintain your progress.

The same principle applies to coaching in the workplace.

Concluding coaching services without a robust follow-up plan and ongoing support can lead to employees reverting to old habits, diminishing the impact of the coaching investment.

Here's why it matters:

  • Retention of Learning: Without reinforcement and follow-up, the lessons learned during coaching sessions may fade away over time. Employees might struggle to apply new skills or adopt fresh perspectives without continued support.

  • Accountability: Regular follow-up fosters accountability, ensuring that individuals stay on track with their goals. It's easy to slip back into familiar patterns without someone to hold you accountable for your progress.

  • Sustainability of Change: Sustainable change doesn't happen overnight. It requires consistent effort and support. Without ongoing reinforcement, individuals may find it challenging to sustain the changes initiated during coaching.

Concrete Strategies for Effective Follow-Up and Support:

Now that we understand the importance of follow-up and ongoing support, let's explore concrete strategies to integrate them into your coaching services:

Establish Clear Goals and Metrics:

Define clear, measurable goals at the onset of coaching.

Establish key performance indicators to track progress.

Regularly review and adjust goals based on feedback and evolving needs.

Regular Check-Ins:

Schedule periodic check-in meetings between coaches and employees.

Use these sessions to review progress, address challenges, and provide additional guidance.

Encourage open communication and feedback during check-ins.

Peer Support and Accountability Partnerships:

Pair employees undergoing coaching with accountability partners or mentors within the organization.

Encourage peer support networks where individuals can share experiences, challenges, and insights.

Foster a culture of support and collaboration.

Continued Learning Opportunities:

Offer additional resources, workshops, or training sessions to complement coaching efforts.

Provide access to relevant literature, online courses , or seminars to support ongoing development.

Encourage a growth mindset and continuous learning within the organization.

Feedback Loops:

Solicit feedback from both coaches and employees to evaluate the effectiveness of coaching programs.

Use feedback to iterate and improve coaching initiatives over time.

Ensure that feedback mechanisms are transparent, confidential, and actionable.

Example Scenario:

Let's consider a scenario where a CEO has invested in executive coaching for their leadership team to enhance communication skills and strategic thinking.

After the initial coaching sessions, the CEO implements a follow-up plan:

  • The CEO schedules monthly check-in meetings with each member of the leadership team to review progress and address any challenges.

  • A peer support system is established within the leadership team, where members can provide feedback, share best practices, and hold each other accountable.

  • The organization offers additional workshops on effective communication and strategic planning to reinforce the lessons learned during coaching.

  • Feedback surveys are conducted quarterly to gather insights from both participants and coaches, allowing the CEO to refine the coaching program based on the feedback received.

Inadequate follow-up and support can undermine the effectiveness of coaching services, limiting the potential for long-term growth and development.

By implementing concrete strategies such as establishing clear goals, regular check-ins, peer support networks, continued learning opportunities, and feedback loops, organizations can ensure that coaching efforts yield lasting results.

Remember, coaching isn't just about the sessions; it's about the journey of continuous improvement and support.

If you are curious on how high-performance coaching may work in your team or organization don’t hesitate to book an exploratory call with us.

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