Creating a Coaching Development Plan

coaching development plan

If you are the owner of a small business, then you have to do whatever you can to make sure that everything runs as smoothly as possible. One way to ensure that is by getting your employees to participate in necessary training that will allow them to fulfill their duties and responsibilities in accordance with your expectations. You may also see plan samples.

Employee training is never easy, especially if you are the coach and you have to figure out ways to ensure that the trainees learn what they need to learn. This is the reason why these coaches have to come up with a coaching development plan to ensure that their trainees grow into the employees they are expected to be. This article is going to focus on how you can create an effective coaching development plan for your company’s employee training program.

Steps for creating a coaching development plan


If you have a well-crafted coaching development plan sample, then you should expect your employees to increase their skills and knowledge that will not only help them meet the expectations of the company but also allow them the opportunity to grow in terms of their career path. By ensuring that these employees grow, you will have people who are competent and who you can rely on in the office. Basically, it is a win-win situation. You may also see Development Plan Templates.

Even if it is a bit difficult to make, it is worth the time and effort to create a coaching business development plan that is really effective. So, here are the steps that you will need to follow: You may also see Development Plan Samples.

1. Consider the goals of your business

Before you set the objectives of what your employees need to learn during their training, try to align their development needs with the needs of the business. You have to look into all of the factors that affect your business smart goals, both short-term and long-term.

The best place to find out information regarding your business goals is by going through your company’s business plan. This is basically the outline of what will bring your business to success and the definition of what success means to you and your company. If you still think that you are having a hard time understanding what your business objectives are, then you can always do a needs assessment to help you.

2. Talk to your Employees

A coach will not be able to tell what an employee is like with just a quick glance. If you are the coach in charge of employee development, then you cannot just assume an employee’s skills and career aspirations based on how he or she looks. You should ask your employees to assess their own work and you should also ask them if they are currently experiencing any problems in their current jobs. Do you think that they would be able to learn what they need from additional training? Is it better that they have a mentor that will continue to guide them until they are ready? Should they take part in activities that will help them build up their skills? These can all be answered if you just converse with these employees directly and ask them about their problems. You may also see free plan templates.

By properly communicating with your employees, you will be able to help them develop their skills and knowledge as well as provide them with different opportunities that will both help them climb the ranks in the business and make sure that their development matches that of the business. You may also see leadership development plan.

3. Determine the difference between potential and readiness

You have to be very thorough in your business assessment when it comes to these two. For example, you have a particular employee who has the potential to become a department manager, but then you see that he or she still does not have all of the necessary skills that will allow him or her to execute the role to the best of his or her abilities.

Just because someone in the company thinks he or she is ready to acquire a promotion does not necessarily mean that he or she is already up to the task. That particular employee may require a couple more years of experience or must at least do a couple more tasks that will allow him or her to master the responsibilities that will be taken up if he or she will be promoted.

4. Consider all types of training and development

After you have figured out the objectives of your business, then it is time for you to figure out the best methods that will help your employees acquire the skills they need to do their jobs well and meet company expectations. Developmental programs do not have to be expensive and may take numerous forms. You can do it the traditional way and hold formal classroom-like training sessions, or you can have your employees take online courses to help them better develop their talents. You may also like performance development plan.

Most learners need to deeply engage with the lesson in order to fully learn the knowledge that is being shared or to help them gain the necessary skills for their job. That is why other types of individual development may be even better than studying, and these include:

  • Having employees do stretch assignments or stretch projects
  • One-on-one coaching and mentoring
  • Local networking groups
  • Working directly with a subject matter expert

If you think that your trainees are not learning well with the type of training method that you have chosen, then it is best to find another that all of them will be able to learn from. Make sure that your training method allows your employees to tackle one particular topic at a time as this is a very good way to prepare them for when they are finally done with their training. This also gives your less experienced employees a chance to grow as you help build up their skills. You may also like personal development plan.

5. Create a plan for before, during, and after their training

Once you have identified some specific learning opportunities, then you have to create a plan that has specific and timely goals. If your objectives are unclear, then that will make it much harder for you to gauge the progress of their training. It is also the same if you were to make the goals of your training overly broad or if you do not give your employees a deadline for when they should achieve these goals. You may also see plan templates.

The next thing that you have to think about is what needs to be done for the training. Think of things like what kind of preparations need to be made for the training sessions, if there are others that need to be involved in the employee currently has any major projects or tasks that need to be finished and much more. You may also like plan templates in a word.

Then, you have to think about the actual training itself. You have to be able to keep track of the progress report of the employee. So, that would mean you will have to properly assess them while their training is being carried out and see if they are steadily meeting the training session’s goal, or if they are slipping further away from it. If you see that any of them are having problems, then you will need to shift your focus and help those people to ensure that they are able to understand and learn what they need to.

Once they are finished with their required training, you must then help them apply everything that they have been able to learn in the workplace.

6. Ask for feedback regarding the training

Although it is important to see your employees develop, you also want to develop your coaching skills so that you may be able to better mentor future employees. One of the best ways to do that is by having your employees provide you with sample feedback on the quality of your coaching plan. You can go with the direct approach and ask your employees what they thought about the training. Ask them questions that will help you get information regarding how they felt about the entire training session, if there are things that need to be changed, what the sessions lacked, and much more.

Coaching trainees are never going to be easy and there are always challenges to it. But, if you come up with and stick to the coaching professional development plan that will outline everything that you need to do to ensure your employees grow, then you can guarantee that you will have employees you and your company can be proud of.

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