Caring for Self and Clients After Business Coaching Training, Career Coach Certification, Executive Coaching Certification, or Life Coach Training

Summer time – a time to relax, a time to have fun, a time to get away. Summer is a great opportunity to refresh and rejuvenate. Now consider this perspective: when schools explored a year-round calendar versus the traditional nine-month calendar, the key benefits included having a shorter gap between classes and having a longer vacation in the fall and the spring. This positively impacted student learning. How does this apply to life after business coaching training, career coach certification, executive coaching certification or life coach training? Manage the gap between sessions and plan vacations too. After all, coaches take vacations and clients take vacations. What is the plan for coaching sessions? Keep in mind that schedules may impact the ability to maintain consistency.

Specific Tips:

• Review your scheduling to manage time between sessions with clients given both your and their vacation schedules. For example, perhaps schedule sessions ten days apart before and after vacations to maintain consistency and the number of sessions. Alternatively, if your vacations are scheduled at different times look at the last days before and the first days after the combined vacation dates.
• Explore the possibility of planning a longer time between coaching sessions during the summer. With this approach, strategize with your client on how they will maintain their momentum.
• Invite the client to explore how they want to both maximize their vacation time and maintain their positive, forward focus. As you learned in your business coaching training, career coach certification, executive coaching certification or life coach training, ask them for their action plan.

Enjoy your vacation time and come back ready for more successes!

Options For Measuring ROI After Business Coach Training, Career Coach Certification, Executive Coaching Certification And Life Coach Training

Coaches, companies, and individual coachees think about the value and return for their investment in the coaching relationship. Sometimes the focus is heavily on the quantifiable bottom-line impact. Other times measures for qualitative improvements are developed. The importance of these differences is covered in the client focus taught in quality business coach training, career coach certification, executive coaching certification and life coach training.

One option for measuring coaching ROI is Kirkpatrick’s 4 level formula:

Level 1—Reaction: How satisfied are you with the coaching experience?

Level 2—Learning: What did you learn through this experience?

Level 3—Behavior: What are you doing differently because of the coaching?

Level 4—Results: What difference has this made in your outcomes?

This measure may be used conversationally, or values may be assigned to both the qualitative and quantitative components.

A factor in determining a true coaching ROI figure is the degree to which the results can be attributed to coaching. Specifically, the change in the coachee’s outcomes and how much of that change has been the direct result of the coaching.

Hence, another option for measuring ROI is this equation:

X = Sum total of coaching impact
÷ Total cost of coaching

(Note: To obtain results in percentages multiply X by 100.)

It is important to note that whatever the formula is, choosing what to measure and how for the ROI will come from the sponsor or coachee because of the client focus taught in quality business coach training, career coach certification, executive coaching certification, and life coach training. Therefore it is critical to engage coachees and sponsors in determining their criteria for measuring ROI in advance, and to check-in with them throughout the coaching relationship.

Measuring Coaching ROI After Business Coaching Training, Career Coach Certification, Executive Coaching Certification And Life Coach Training

In business coaching training, career coach certification, executive coaching certification, and life coach training there is more than one bottom line to consider when measuring ROI: both the intangible (qualitative) and the tangible (quantitative) impact are equally important. Additionally, there are multiple intangible and tangible outcomes.

As your research during business coaching training, career coach certification, executive coaching certification and life coach training program will teach, intangible benefits include enhanced inter-personal relationships, a more positive attitude, improved process for strategizing and decision making, and a greater level of awareness. The intangible ROI is unique to every coaching situation because what the coachee learns and changes is different. A note: the comfort level of the coachee with their coach impacts skill development.

The tangible ROI can be quantified through numbers and formulas and it also varies based on the coaching situation. For example, in a business setting, bottom line measures may include productivity, sales, and turnover costs. The tangible number, how much achieving the goal changed the bottom line, is divided by how much the coaching cost in terms of hours spent plus dollars invested.

A best practice for measuring ROI taught in business coaching training, career coach certification, executive coaching certification, and life coach training is to talk with a sponsor and / or with individual coachees prior to starting the coaching relationship(s). In the conversation, ask what they want to gain from the coaching and ask how they want to measure it. Then, throughout the coaching relationship, check in with them on whether they are gaining what they want from the coaching. When a sponsor or coachee focuses on only tangible or intangible benefits, then ask questions about the other type too.

Application of Coaching Code of Ethics Learned in Executive Coaching Certification for Internal Programs

An essential discussion when establishing an internal coaching program revolves around ethics. The company Code of Ethics, HR ethics, and policies and procedures address current functions. Coaching ethics learned in executive coaching certification include very significant differences. Review all of these together and determine both policies and applicable ethical codes for a coaching program in advance.

Specifically:

• HR ethics focus on the company as the client and coaching ethics learned in executive coaching certification focus on the coachee as the client (the company is the sponsor).
• HR ethics address confidentiality from the perspective of all information being owned by the company and coaching ethics address confidentiality from the perspective of the information being controlled by the coach and coachee.
• HR ethics focus on serving the company as a whole while coaching ethics focus on serving the individual coachee.

While it may seem these are mutually exclusive in reality by virtue of the coaching program serving the coachee, the company benefits.

An employee has been identified as a high potential and is being groomed for a leadership role. The employee plans to stay with the company for another six months and leave. Whether this is discussed and what happens differs based on whether it is during an HR Meeting or during coaching.

The concern HR will have about the scenario is that if the company invests in opportunities for the high potential then others may miss out on that opportunity or the investment may be for naught.

In this specific example the company benefits because they will either:

Retain a high potential employee because they consider their options and decide they want to stay.

OR

Maintain a positive relationship with the high potential – who in turn may refer others to the company, return themselves in the future, or simply speak positively about the company and the opportunities.

OR

Maximize the value of the work the employee performs.