Our collaborative process is designed to replace or enhance the value of existing people workflows and maximise the positive impact on employee and business performance.
Here’s a step-by-step overview of how C-Coach is implemented:
Step 1 - Establish
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.
Needs Analysis: Conduct an initial consultation to understand the organisation’s specific needs, goals, and challenges related to:
• Talent acquisition and Retention
• Managing Remote Work
• Employee Engagement
• Training and Development
• Mental Health and Wellbeing
• Management and Leadership Development.
Integration: Integrate C-Coach with existing processes to ensure a seamless user experience.
Establish Competency Framework: Define the standards of excellence for the organisation.
Benchmarking: Create benchmark standards for various roles against the competency framework to identify gaps and areas for improvement. Each path is tailored to the specific roles, responsibilities, and career aspirations of the employees.
Integration: Integrate existing development content into the platform to make it available within the specific tailored pathway for individuals.
Step 2 - Implement
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.
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.
Learning commences: Individuals begin their individualised learning journey, working through the ISAM states, of Identify, Set, Action and Measure.
Flexible Access: All employees have access to learning modules anytime, anywhere, allowing them to learn at their own pace.
Real-Time Feedback: Provide continuous real-time feedback and coaching to employees through the platform.
Line Manager Coaching: Line managers access individual and team insight through the manager portal, providing them real time intelligence of the status, use, action and support needed to enhance their leadership skills and support their teams effectively.
Step 3 - Embed
Track Progress: Use the platform’s analytics to track employee progress, engagement, and performance improvements.
Actionable Insights: Generate actionable insights and reports that help managers and HR teams make informed decisions about further development needs and interventions.
Expert Support: Generate actionable insights and reports that help managers and HR teams.
Track Progress: Use the platform’s analytics to track employee progress, engagement, and performance improvements.
Actionable Insights: Generate actionable insights and reports that help managers and HR teams make informed decisions about further development needs and interventions.
Expert Support: Generate actionable insights and reports that help managers and HR teams.
Regular Reviews: Conduct regular reviews and feedback sessions with managers and employees to assess the effectiveness of the development programs.
Adjustments: Make necessary adjustments to learning paths and modules based on feedback and performance data to ensure continuous improvement and alignment with business goals.
Embed Development: Embed a culture of continuous learning and development into the organisation’s DNA. Encourage open and honest feedback, supportive development conversations, and recognition of progress and achievements.
Promote Engagement: Foster engagement by highlighting success stories, sharing best practices, and celebrating milestones achieved through the C-Coach platform.
Example Timeline for Implementation
Week 1-2: Initial consultation, needs analysis, assessment and defining your competency framework and benchmarks.
Week 3-4: Customise the platform, integrate with existing processes and commence workshops for managers and the onboarding of employees to the platform.
Week 5-6: Employees and managers start their learning.
Ongoing: Continuous support, monitoring, and improvement cycles.
By following this structured approach, C-Coach ensures a smooth implementation process that maximises the benefits of personalised, scalable employee development and aligns with the organisation’s strategic goals.
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