Last Coach

Do not neglect formal requirements, first evaluate the education and experience, and then look for charisma and "energy ram." – Gather recommendations. Be sure to check experience professional who wants to sell you their services. Example: In one case, the company searched for a coach. At the interview the candidate presented himself as a professional and experienced person, but when the prospective employer has requested recommendations from the last job revealed that the candidate with the real work of the group had never experienced. Naturally, the leadership was forced to refuse him! – Ask about completed projects. Find out which projects requested by you subject and participated in what capacity the coach, ask about the results. Example: In the competition for the position of business manager in our company attended a candidate.

From the interviews and conducted work-shop general impression was good, but had doubts. Then we caught up with training company, in which the candidate had worked and whose participation in projects related. From the conversation it became clear that most of the projects he's just heard on the general meetings, and some participated as an assistant or extra. – Ask to see how you can further written training program. As practice shows, the outstanding coaches in the main consider themselves those who know how to write essays on the theme of his freedom, calling their training programs.

Be careful when choosing – the error will cause harm to your company. At least, it wasted money and frustration in training as a method. – Measure not only what you show! In the profession of business-critical systems thinking coach, personal maturity and ability to work as a team. This can be assessed only by reading between the lines in a conversation with the coach. Ask him questions that he is not ready, ask how it will behave in a particular situation that will advise your staff, if they fit him with a specific problem.

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