Step One - Review organisational and individual needs:
RedR UK will work with you to complete an organisational coaching needs assessment, including scope (participants and level of support needed – we recommend a minimum of five sessions per coachee), and any specific departmental or strategic change areas you would like the coaching to focus on. Participants will also be asked to complete a self-assessment form to share their individual focus areas and goals.
Step Two - Selection and matching
Participants will be selected based on the criteria discussed with the organisation. RedR UK will carefully match the Coachee with a suitable Coach based on the Coach’s professional background and context experience, with a focus on the specific strengths and weaknesses raised in the learning needs assessment.
Step Three - Individual coaching agreements
After an introductory coaching session, both the Coach and Coachee confirm the suitability of the coaching match, the timeline and format the coaching will take, as well as the expectations of both parties and the steps to follow if either fails to adhere.
Step Four - Implementation support
Coaching can be conducted face-to-face, or remotely via Skype or other online platforms. A RedR UK staff member will also be available to support the Coach and Coachee in case of any communication issues or other challenges.
Step Five - Monitor progress
During the coaching programme, RedR UK will monitor the progress of the coaching relationships overall. This includes tracking the number of sessions that take place and the types of issues discussed, as well as a mid-way review by both the Coach and Coachee. RedR will then share and discuss these findings with you.
Step Six - Wrap up and evaluation
At the end of each individual coaching trajectory, the Coachee and Coach both complete an evaluation form to reflect on the learning and achievement of the goals set at the start. RedR UK will also review and share its findings on the effectiveness and impact of the coaching programme as a whole.