Content: coaching budget, coaching, human capital, coaching costs, executive coaching, coaching trends, corporate coaching, leadership coaching, business coaching, workplace coaching, coaching program budget, coaching budget, coaching costs, people development programs
 


 

 

       (3) Using the 10:20:30:40 Coaching Program Budget/Framework:

           - 10 per cent of resources is invested in locating, identifying and securing the right coaches (internal and external). 
           - 20 per cent is invested on training coaches (Manager/Leader as Coaches and Master Coaches) via licensed coach training
             programs
           - 30 per cent is invested in building sustainability and support structures to ensure the Coaching Program Manager and trained
             "coaches" convert their learnt knowledge and skills into measurable behavioural change.
           - And, 40 per cent is invested in integrating coaching into mainstream corporate activities. For example:
  • Ten per cent – Selection of suitable candidates (coaches) plus program pre-briefing.
    Most people development programs don’t fail in their early stages, but later. A key aspect of the Coaching Managers role is to carefully establish a foundation of passion and persistence with each coach and ensure that they understand their role and the investment made in their development;
  • Twenty per cent – Coach Training -Knowledge and Skills Transfer.
    The coach training must provide each coach: 1) a consistent framework they can use with the coachee, 2) a standard language to be used with management and other coaches and, 3) an accountable set of ROI standards to be used with management. A core ethos of the coach training is to empower coaches teach their coachees the coaching model and how to self-coach themselves. This will develop sustainability and improves transfer of ownership by placing responsibility for change firmly on the shoulders of the coachee;
  • Thirty per cent – Coaching -Application of Learning.
    After the coach training each coach receives one to one support from BCI. To build internal capacity and "ownership" the "coaches" are also trained by BCI how to train the next batch of corporate coaches themselves (with periodic "need-to" advise and support provided by BCI).
  • Forty per cent – Learning based on practical experiences -Embedding the Outcomes -the establishment of a "Coaching Culture".
    At this stage the "coaches" are helped to reach and maintain a standard of excellence in their results and integrate their role with their day jobs and learn to run both, side by side. BCI also selects suitable coaches to be trained as Mentors to a specific group of "coaches". Action Review Groups are also formed to evaluate results. And, change stories and results are publicized throughout the organization etc.. All staff are helped by the use of a behavior-based coaching model of learning and change to articulate and enhance their personal and professional skills, which their line managers are able to verify drives their unit's bottom-line business value and performance.
BCI Services and Products Employed:
- Consulting Services,
- BCI's International Coaching Panel,
- Coach Training via BCI's 'Manager and Leader as Coach' Course and 'Certified Master Coach Course (CMC) and,
- Licensing/Rights of Use of same two Courses.

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Content:  coaching budget, coaching, coaching program budget, coaching budget, coaching costs, people development programs human capital, coaching costs, executive coaching, coaching trends, leadership coaching, business coaching, workplace coaching, coaching budget, coaching, coaching program budget, corporate coaching, leadership coaching, coaching budget, coaching costs, business coaching, workplace coaching, people development programs budget and human capital, coaching costs, executive coaching, coaching trends,