2000 hours of coaching with managers at global companies in Greater China

1. 7 ways to Improve
Coaching ROI
Stretch your coaching budget to save time
and achieve more in the longer-term
Jesse S. Hsu, Execuive Coach & T.M.
Consultant

2. 7 ways to Improve Coaching ROI
1. Prepare your coachees mindset for the Program
before it even begins.
2. Communicate at the top: make sure the Program
initiator have the senior managers’ roles and support
agreed among the steering committee
3. Priorities and measurement of the program
4. Target groups and individual selection
5. Map, standard, profile…for ideal outcome
6. Tie-in coachee progress with reward system
7. Progress review schedule
Jesse S. Hsu, Execuive Coach & T.M. Consultant

3. 1. Prepare your coachee’s mindset
What is a coach?
Why me?
Power/command.
Expectations.
Who is behind this?
Coach who?
Stakeholders?
Jesse S. Hsu, Execuive Coach & T.M. Consultant

4. 2. Communicate at the top
Coaching program can cause significant
impact on the corporate talent development.
Have the senior managers’ roles and support
agreed among the steering committee
members.
Even CEO can decide if s/he will participate
as a coach or advocate for the Program. So
the rest of the company will adopt their roles.
Jesse S. Hsu, Execuive Coach & T.M. Consultant

5. 3. Priorities and measurement of the
program
How to define the success of the Program
What are the key indexes of the defined
success
How to bench mark the current reality
Measurement typically used include: 360
report, Performance review, Leadership
competency-based survey
Jesse S. Hsu, Execuive Coach & T.M. Consultant

6. 4. Select your most coachable employees
Target groups and individual selection.
Articulate your criteria for optimal outcome.
Is it by status (hi-potential), function, ranks,
people management experience, supervisor
endorsement…?
The are tools to survey among employees for
being coachable or becoming a coach
(“whom will you seek input as a coach?”)
Jesse S. Hsu, Execuive Coach & T.M. Consultant

7. 5. Competency profile…for ideal outcome
Coaching is a custom ordered 1:1
development opportunity, then learn from
companies such as Johnson & Johnson, GE
and other.
They all provide a global Leadership
competency model for programs to guide
leadership development effort.
1:1 coaching provide most value when such
Model is expressively communicated and
honored by both coach and coachee.
Jesse S. Hsu, Execuive Coach & T.M. Consultant

8. 6. Reward result with review system
For any sustainable behavioral change, the
environment and its reward system can play an
even more effective role than the coach.
How can the changes be validated and
supported by the supervisor?
How will the performance enhancement be
captured by the review agenda and future
evaluation?
Jesse S. Hsu, Execuive Coach & T.M. Consultant

9. 7. Progress review schedule
Coaching progress needs to be kept
accountable with key stakeholders.
Confidentiality should be honored at progress
report in order to maintain trust between
coach and coachee.
Progress review can be scheduled at half
way and at the end.
Jesse S. Hsu, Execuive Coach & T.M. Consultant

10. Survey with top management
Rate your organization against Best Practice in
Coaching. Has your organization:
(Answer with a “Yes” or “No”)
1. Clarified why a coaching program is necessary to
meet business needs? __
2. Clarified the purpose of the coaching program in
writing, have gotten agreement from the CEO and
senior leaders on what that purpose is? __
3. Clarified the exact role that the CEO wishes to play in
the coaching program (ranging from total hands off
to total hands on)? __
Jesse S. Hsu, Execuive Coach & T.M. Consultant

11. Rating Your Organization
4. Established clear priorities and/or measureable program
objectives so that the coaching program does not try to be all
things to all people? __
5. Target groups or individuals to be served by the coaching
program and identified best-in-class performers in the
organization? __
6. Established blueprints for the people of the future through the
development of a competency model to guide coaching? __
7. Recognized coaching in performance management/appraisal?
__
Jesse S. Hsu, Execuive Coach & T.M. Consultant

12. Rating Your Organization
8. Prepared a flexible action plan to guide implementation of the
coaching program with the recognition in mind that a total
system rollout cannot occur at lightening speed? __
9. Established a regular review schedule to examine results of the
coaching program? __
10. Established a system for training coaches? __
11. Established a means to reward or recognize those who do
coaching? __
--End of the test--
Jesse S. Hsu, Execuive Coach & T.M. Consultant

13. The result is…
Your Total Score (if each “Yes” stands for 1 point):
__
Which phase of Coaching System Readiness is
your company in?
Score 0-3: Awareness
4-7: Implemental
8-11: Refining
Jesse S. Hsu, Execuive Coach & T.M. Consultant