N+1 user guide (coaching)
N+1 user guide (coaching)

N+1 user guide (coaching)

Your team members will participate to a coaching program with individual coaching sessions.

Here is a guide to their program and to the role you play as a supporter to their success!

Please click on the toggles (little triangles above ▶️ to read the whole paragraphs)

The program

Each coachee will have X individual coaching sessions to work on their individual professional challenges.

With their coach, they will determine tangible concrete goals they would like to reach thanks to their coaching process. They will leave each session with a concrete plan of actions to implement in between sessions. They will be able to come back to a coaching session with the successes and difficulties they have met. They will celebrate success and find ways to overcome difficulties with their coach. The solutions found will be 100% adapted to each person as they are found through individual, personalized coaching sessions.

Your role as a manager is to support your N-1 to reach their goal. You can do so several ways that are explained below.

Below are what we advise you to do to support best your N-1 but is in no way binding. You can adapt it to your company’s processes and managerial rituals.

Tripartite meeting

You will be invited to participate to your N-1 first coaching session.

The goal is for you to express your support to your N-1 to help them reach their goal and to signify your involvement in the process. If the coachee needs you to reach their goal, they know they can reach out to you.

Here are examples of questions you can ask yourself to prepare for this meeting and to be in the proper mindset:

  • What are your N-1 strengths?
  • What are their growth opportunities?
  • What do you think your N-1 could benefit from working on during their coaching sessions?
  • What strikes you as their main growth opportunities?
  • What skills they could benefit from perfecting to get them to the next level?
  • What skill would allow them to grow in their work and career?

Then, during the tripartite meeting, when asked by the coach or the coachee, you can also share what, in your opinion, you think they could work on in their coaching sessions:

  • Based on what you tell me and what I know of you, I think you would really benefit from working on [_____]
  • Growing in that area would allow you to blossom, take a new turn
  • Perfecting this skill would allow you to reach another level in your work
  • etc.

🚨 Please note that the coachees will discuss their coaching objectives with the coachs in session and what you have discussed during the tripartite meeting may evolve in the sessions as they work with their coaches. Managers are not meant to decide the coaching objective for their team members but rather support them in their own reflection. What you have discussed with them will therefore not bind them. It will be useful and additional feedbacks they will integrate in their work with their coach. Sharing your views in a tripartite session is also a way of involving you in your N-1 coaching process so that they can reach out to you if they need you to support them in reaching their goal. It puts responsability and a duty of accountability on your shoulders.

What is expected from you during and after the coaching sessions

The following steps are mere suggestions we make to support your team members best in their growth. They are in no way binding and can obviously be adapted to your company’s culture and processes.

🎯 Supporting your talents in establishing objectives

  • Support your tatents’ growth

As a manager you have an important role to play to support your team members’ growth and making the most out of their coaching sessions.

  • Feedback session after the coaching process during a 1:1 meeting

After the coachees are done with their coaching sessions, you can schedule a 1:1 meeting to sit down with them to have a conversation

  • Taking the objective you had discussed before the sessions asking them if they worked on it with their coach
  • what kind of new solutions and practice they have put in place as a result of the coaching sessions?
  • what actions they have put in place as a result of the coaching sessions?
  • what they have learnt about themselves?
  • How do they feel after this program?
  • Etc.

You can also share the improvements, evolution, changes you have observed since your N-1 has started their coaching process:

  • Since you started your coaching, I noticed you have been doing more of (…) less of (…)
  • I would like to tell you I have noticed this improvement as a result of your coaching
  • Etc.

You can also take this time to set up future meetings to assess the progress made and make sure your team members sees you as an ally to support them in their growth and reaching their goal

Thank you!