As you consider implementing a coaching program within your district, here are some things we have learned that support a smooth implementation:

Provide orientation materials or an orientation for those who will be receiving coaches. If possible, provide a face to face meeting for coaches and those receiving a coach. Program leaders at a minimum should have a conversation with those receiving a coach to cover the key ideas below:

• Note that coaching is a perk for transformational leaders. Coaching is not a program to fix leaders that are not performing.
• Explain how the coaching will be carried out, i.e. by phone, technology or face to face.
• Guarantee the confidential nature of coaching. The nature of having an external coach is beneficial as noted by one participant in one study, “having someone who is not associated with the district and is completely unbiased in their ideas was extremely beneficial.”
• Note that this is an investment by the district and it is important that appointments be kept.
• Have a process for reassigning coaches if there is a problem in the match.
• Provide the criteria for who gets a coach to those who receive a coach. Is the coach provided for new leaders, for those new to the district or organization? What is the vision of the district in providing coaches?

As we have found, there is often a healthy dose of skepticism prior to the coaching process, but if the groundwork is properly laid, fears are alleviated. Once coaching gets underway, participants appreciate and want to keep their coaches. For more information about developing an evaluation design for your coaching program contact Diana@coachingforresultsglobal.com

By Diana Williams, PCC