Our development process is designed to empower every individual in an organisation, creating a flywheel of positive change through personal ownership and leadership support.
This approach builds competence, motivation, and relationships, enabling both individuals and organisations to thrive in a consistent, tangible, and measurable way through the C-coach DISAM™ journey.
User Journeys
1. Individual's Journey
This journey applies to all employees, including line managers, as they engage with the C-Coach DISAM model. This step-by-step process is designed to enhance individual competencies and
personal growth, with C-Coach’s proprietary software serving as the guiding tool.
Needs Analysis: Conduct an initial consultation to understand the organisation’s specific needs, goals, and challenges related to employee development.
Integration: Integrate C-Coach with existing processes to ensure a seamless user experience.
Individuals assess their skills by answering eight high-level questions. These self-assessments are compared to role-specific benchmarks, generating a personalised development plan.
Individuals select their development priorities, fostering ownership and commitment to personal growth.
Individuals engage with curated content, practicing the integration of new skills into daily work routines.
Individuals receive performance feedback, identifying strengths and areas for improvement.
2. Line Manager's Journey
In addition to their individual development journey, line managers gain valuable insights into their team’s progress, allowing for more targeted coaching and support. This journey empowers managers to foster a productive and supportive team environment.
Manager Training: Conduct training sessions for managers to ensure they understand how to use C-Coach effectively and support their teams.
Optional – Employee Onboarding: Provide onboarding sessions for employees to familiarise them with the platform, its features, and how to use it for their personal development.
Managers use a structured framework to guide feedback and coaching conversations, promoting continuous improvement.
Managers access their team members’ self-assessment data, enabling tailored feedback and support.
Managers align coaching efforts with each team member’s development priorities, enhancing individual and team growth.
Managers monitor team members’ engagement with development resources, providing support as needed to ensure steady progress.
Managers use performance metrics to evaluate the effectiveness of development
plans, aligning with organisational objectives.
Benefits and Impact
- For Individuals: It offers a clear roadmap to growth, helping individuals recognise their
current abilities, identify areas for improvement, and prioritise personal development.
The framework provides access to curated learning resources tailored to specific
needs, ensuring that the learning process is focused, structured, and actionable. - For Managers: The framework enables managers to guide and coach their teams
effectively by providing insights into each team member’s self-assessment, areas of
focus, and progress. Managers can deliver targeted support, track individual progress,
and foster a culture of continuous learning within their teams. - For Organisations: The framework aligns personal development with organisational
goals, creating a scalable system that enhances workforce capabilities across the
board. It helps companies ensure that their people are continually growing in areas that
drive business performance, innovation, and culture.
Grounded in Proven Models and Neuroscience Principles
Our approach integrates established models like the Stages of Change, Lewin’s Change
Management Model, and the Four Stages of Competence. These models emphasise awareness,
acceptance, action, and adaptation, fostering an environment that supports individuals
through each critical phase of growth.
Additionally, our process applies neuroscience principles to create neurochemical rewards,
enhancing engagement and motivation. By aligning activities with the brain’s natural reward
systems, we reinforce positive behavioural changes, promoting sustained development.
Conclusion
This process ensures that every individual, regardless of their role, is empowered and supported to grow. By combining personal ownership with leadership support, we create a flywheel of positive change, enhancing competence, confidence, and motivation across the organisation.