Coaching is an effective learning tool to fill Competency Gaps. This requires an identification of a pool of experts within the organization to act as coach, to equip identified experts with coaching skills and finally to ensure competency gaps are filled through effective coaching.
Coaching has an enormously important role in building and sustaining of great organizations and extraordinary workplaces. People who want to accomplish great things often get stuck along the way. Coaching helps people to deal with challenges to accomplish the objectives. An example of this is that while many leaders, executives, and managers in organizations seems to "know" intuitively what they need to do to move forward, few of them actually follow through because they're stuck in some way. Coaching helps people focus on the things that are considered as barrier or challenges, and then move beyond them.
The present paper emphasizes on the coaching process to be more effectively implemented especially targeting new hires. The improved process has helped us to manage and establish coaching culture through a systematic approach. Several elements have been analyzed for evolving a successful coaching process and experience. An approach has been adopted to identify a pool of experts who can transfer their knowledge to young professionals and more importantly they are willing to contribute in this process effectively. Finally, introduced a systematic coaching process after organizing awareness session for coaches to enhance and refresh their coaching skills.
This new coaching approach adopted has helped more than 400 young professionals towards completion of the program under new hire's roadmap. These young professionals have contributed in the real on-going projects that impacted directly or indirectly on achieving the business need of the group and the company.
Therefore, an effective coaching process has helped in creating competency based organization and building a pool of talent. Besides, it helped to equip these talents with right competencies at right time so that they can contribute in real time production.
Technical experts (SMEs) may be fully equipped with technical knowledge and skills but not necessarily having required skills to transfer their knowledge effectively. Also without having a systematic and robust quality assurance process, the efficiency and outcome will not be as desired.
Therefore, it is vital to first identify the experts to act as a coach with good communication skills and willingness. An effective approach adopted to establish a Discipline Experts Council and equip them with sufficient knowledge and skills related to "Coaching Process". In addition, Quality Assurance at all stages is equally important to measure the effectiveness.