So, you're ready to start your coaching program
and you thought you might have a conversation with your boss
to see if the business can pay?
Well I've got some amazing tips for you here today
that are tried and tested, and very successful.
A participant in a conference I spoke at recently
called me afterwards and said
that she wanted me to coach her,
which is really cool because I love working
with action takers.
And she said, "I've already decided
I'm gonna pay for coaching myself,
but I was thinking maybe I could ask work to pay for it."
So we had a chat, and she walked away with clarity
on exactly how to approach the conversation with her boss,
and I'd like to add,
her coaching has been fully paid for by the business.
So this, is totally worth your time.
Because for many professionals and leaders,
this is an option,
having work pay for your coaching program.
Either in part, or in full.
Many of my clients do pay for it out of their own pocket
because they can easily recognise the ROI
for them both personally and professionally.
But for those of you that are keen to have work pay
for your coaching, here are some pointers
for where you can start.
Because as you know, if you don't ask, you don't get.
Firstly, let me just touch on
why you might want coaching,
and how you can benefit.
I mean there's lots of different types of coaching
and coaches out there.
Many, many, many coaches.
Many, many, many coaches out there.
Not all of them are effective qualified nor experienced.
But that aside,
the main areas I find professionals and leaders want help
from coaching, is to develop new skills
or further develop skills in mindset behaviours
and perspectives suited to career, leadership and life.
Exceptional coaches also act as a neutral
and unbiased sounding board,
to support new ideas and offer accountability
for enhanced outcomes
for career, leadership and life.
So do you think you could do with a bit of that?
And you also wanna ask work to pay?
Here are the first three things to keep in mind
to set you up for a successful outcome.
Number one, where to start.
Find out if your position and the business
has access to a learning and development budget.
A client of mine mentioned to her boss in passing
that she was looking to engage me for coaching,
and her bosses reply, "You've had access
to a development budget for the last three years,
and you haven't used it.
Why don't you use it for coaching?"
This is not always the case,
but it would certainly be beneficial to get clear
if you already have access to this
in your current role or budget.
Use it to skyrocket your results.
Number two, build your case.
Identify three to five specific areas
you would like to see personal improvement
and share that with your boss.
You may be able to incorporate it
into your employee development program
that your employer already has in place.
This shows you're taking
an active role in your growth as an employee,
and want to invest the time it takes
to become an even more valuable employee.
Some specific areas people like to be coached in are
strengthening influence, leadership and development,
personal and leadership brand,
accountability and support.
Building confidence. Business planning.
Resilience and grit. Wellbeing and balance.
Role transition.
That'll keep you busy.
And number three. Identify the ROI.
Return on Investment for the business.
Get specific with the change
you hope to achieve through coaching,
and how it will translate into added value
for your boss and the business.
Provide three to five examples
of how you expect coaching will aid your personal growth
and consider how this development
could be demonstrated in the workplace.
So rather than saying you want to build confidence,
be specific.
Coaching can help me build confidence
and allow me to speak up more in executive meetings,
share my valuable ideas with the wider audience,
and come across more confidently
with my client interactions.
And, because statistics count,
this will help your case too.
The International Coaching Federation, ICF
studies in 2016 show that 80% report increased confidence.
To get the go-ahead from your boss, do the research.
And let your employer know that the average ROI
on a coaching investment is 50%
and often much higher, particularly if you work with me.
So there you have it, be prepared
and improve your chances of an easy, breezy yes.
So what do you think?
Want more information?
I've also got a handout for you that includes more tips
that will support your conversation with your boss.
Get yours in the link below.
And in addition, when you are ready to really take things
to a new level in your career, leadership in life,
click on the link below
and let's have a conversation about how
you can make that happen
by having a free strategy session directly with me,
so you're not in the same position again next year.
Click on the link below and see my schedule now.
Let me know when you're ready to get started.
Không có nhận xét nào:
Đăng nhận xét