One of the most frequently asked questions about coaching is what is the role of the coach? I believe that this question is a great place to begin building an effective coaching structure…but it’s just the beginning. Once you’ve determined in advance what the role of a coach is you’ll be ready to do the other things in the sequence that builds an effective structure.
Here’s the complete sequence:
- Determine in advance what the role of a coach is.
- Clarify what a win for a coach will be.
- Build the job description that will ensure steps toward that win.
- Recruit on the basis of this understanding.
- Measure engagement.
In part one of this article we covered the first two steps in the sequence. Here are the remaining three steps:
Building a Job Description
For me the job description includes some very specific details. I start the job description with the one line win that I’ve clarified. I also include some values that are threshold requirements (i.e., loyalty to the senior pastor, a proven gift of leadership, etc.). Finally, I detail the specific actions I’m going to measure (i.e., meet with each of my leaders once a week by phone or in person, hold a huddle for my leaders every 6 to 8 weeks, etc.).
Recruit on the Basis of the Job Description
Since one of the temptations is to downplay the amount of engagement that will be required you’ll need to fight that by reviewing the job description as you’re recruiting each candidate. If you’ve worked out the details of the description so that it describes the kind of high capacity leaders you hope to recruit and then carefully review the expectations as you’re recruiting…you’ll be far less likely to minimize. And that is huge.
This is another important step. It’s also the point that many small group coaching structures falter. Once you’ve built the job description and recruited on the basis of it…you need to schedule a periodic opportunity to review performance. Even if you only do this twice a year you’ll be ahead of the game.
A periodic review does a couple essential things:
- a review evaluates fruitfulness
- a review allows a conversation about fulfillment
Want to build an effective coaching structure? These 5 steps will help you do it. Need more? Building an Effective Coaching Structure, my four part coaching program is designed to walk you through the process (complete with downloadable audio sessions and handouts).