Building a coaching program is the necessary first step to establishing a successful business. It should align with your goals and vision as a business, and then be applied internally so you can optimize your working environment. Although different businesses will add their own personal touches to these programs, we’ve compiled a five-step blueprint to point you in the right direction:
Talking to management: Before you get into the planning stage, you first need to align with the management of the business. Typically, a life coaching business will include a management team, and each of these individuals should be on board with the proposed program. Hold a meeting to discuss the strategic goals for the practice and conduct a needs assessment. After you have determined these goals, prioritize them so they can be completed one by one.
Planning: This step is undoubtedly going to take the most time - as you would have found when writing your business plan, there’s no such thing as too much planning! You want to make sure that all of the steps of your program directly align with the goals of the business and that you have devised realistic methods of achieving them. Additional to these targets, your plan should include a timeline of when they are expected to be reached, who is reaching them, and how you will measure success.
Pre-launch: After you have developed a detailed plan, it’s time to think about launching. Think about how the program will be launched to your team. Holding a team meeting is always a good idea, but you need to consider who will be the most effective at announcing and managing this program. The launching should include a hand-out of all necessary documentation, and this way, you can maintain transparency and ensure everyone is on the same page.
Consistent coaching: Once the program has been implemented, you need to think about your actual coaching methods. In order for it to be successful, employees need to feel comfortable and confident in approaching you with any issues or concerns. Foster an environment of trust and open communication, and most importantly, lead by example. If your staff see that you are following through with your proposed actions, they will see that you stick to your intentions and are being consistent.
Results: Even if the program has been implemented successfully, you are not yet done. In order to truly gauge whether or not your targets have been met, there needs to be some sort of success measure. It is also a good idea to ask for feedback and reviews from other staff members to identify any key areas for future improvement.