Thứ Hai, 30 tháng 4, 2018

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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.

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