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Enterprise Competency Coach
- 1. Accelerating and Measuring Coaching Effectiveness Version:1.0
- 2. About Axl Learn Strategic Human Resources based technology company Accelerating enterprise Human Capital development Aligning Human Capital to business strategies and measuring business impact 2 Regional Offices: Accelerated Learning Technologies 43/4, Davis Road Richards Town Bangalore, India – 560084 Contact cherian@axllearn.com Telephone: +91 98450 29611 The Performance Factory FZ LLC PO Box-502221, Dubai International Academic City Dubai, United Arab Emirates Contact adith.abraham@theperfactworld.com Telephone: +971 504 924 295 Global Delivery Centre Accelerated Learning Technologies 130 W main street Suite 144-164, Trappe, PA - 19426-2025 Contact zach@axllearn.com Telephone: 1-800-991-6574 UnitedStates ofAmerica
- 3. 3 Global users of our products Note: All icons and vectors used were downloaded and used under the understanding of being free for commercial use. Any unlikely non-compliance is purely a case of misunderstandingand will be rectifiedon notice.
- 5. Enable sustainable coaching engagement to improve employee performance Develop capability and skills aligned to organizational strategy Use real time tracking system thereby leading to quantifiable ROI
- 6. 3 Steps to Human Capital Development in less than 17minutes STEP:1 Competency assessment STEP:2 Script Observations STEP:3 Action planning Outcome: Quantifiable scores & predictor
- 7. Application:1- For people development Performance Gaps identification Coaching for competency improvement Enterprise analytics on coaching hours and competent employees 12-16 weeks ? ? ? ? ?
- 8. Application:2- For Learning Transfer measurement Successful completion of Training 12-16 weeks Coaching engagement to ensure application and sustainability of competence Measurement of competency improvement leading to performance
- 9. Features G.R.O.W model of coaching Competency Library Social networking Quick Team Generator Reports Analytics & Dashboard
- 10. Benefits Improved competency leads to improved performance Measures competency improvement Facilitates transfer of learning Quantifies coaching effectiveness Higher ROI of training spend Anywhere, anytime accessibility Improved employee engagement Low cost, High impact
- 11. Introduction to the ECC
- 12. Analytics and Dashboard The Home page
- 13. 1. Coach View
- 15. Competency Library 2. Competency Library Basic Hybrid 5-point rating scale model Behaviorally Anchored Rating scale
- 16. Competency Library Competency Library - Business
- 17. Competency Library Competency Library - Behavioral
- 18. Competency Library Competency Library - Technical
- 19. Competency Library Coaching Assessment 1 2 3 4 5 Sometimes Occasionally Mostly Always Consistency of Behaviors ProficiencyLevel
- 20. My Performance 3. My Performance
- 21. Quick team generator 4. Quick Team Generator
- 22. Quick team generator 5. Reports, Analytics and Dashboard
- 24. Industry trends Source: Bersin by Deloitte, The Corporate Learning Factbook, 2014 1202 1075 706 1169 0 200 400 600 800 1000 1200 1400 FY 2007 FY 2008 FY 2012 FY 2013 Average training spend per employee in $ “Today’s business world demands a combination of formal and informal learning with an emphasis on collaboration, knowledge sharing, social networking, coaching, and mentoring.” “Large businesses triple their spending on social learning” “…Instead, the role of the L&D team is to facilitate and enable learning”
- 25. Back up slides Visit us at www.axllearn.com
Editor's Notes
- Highlight your corporate experience at this slide in 3 key areas. This gives an overview of why this product was built a. The need to get better L&D KPIs that measures the contribution to Business b. The need to know how many employees are competent to take on client’s work c. The need to measure the effectiveness of a coaching session d. More importantly, a simplistic tool that will not burden the Operations Managers. ECC was built to address the above key issues.
- The slide highlights how easy it is to navigate this tool. It’s a 3 step approach. Choose the current behaviors you see the coachee demonstrate Record evidence, facts of the behavior Script the action plan to improve the behavior The outcome is a a quantified score that can be used to track the progress of the coachee’s competence
- Commentary Type-1: ECC can be applied as a tool to accelerate the coaching process in an Enterprise and ensure an effective coaching for performance relationship. Current industry problem statements: Global data suggests Coaching as an integral leadership behavior that improves Business performance. However, while some managers earnestly coach their employees, many overlook the same. There are very few systems available that supports organizations standardize the coaching approach and measure the effectiveness of the coaching engagement between Employees and their immediate manager. Our solution ECC is a strategic software that ensures a structured and standardized approach to support the coaching activity between the participant and their immediate Manager. It accelerates the competency improvement of staff members that delivers superior performance in the shortest possible time. The ECC is built using a competency framework and empowers the Coach to develop his people towards performance. It measures the improvement of staff competencies on a real-time basis and generates various reports for Individuals, Managers, Departments, Units and the Organization. The software supports Coaching’s core competencies as prescribed by ICF. Other application types: Axl Learn’s ECC can be applied in other environments too such as ‘Succession planning management’, ‘Leadership development’, ‘Development and Assessment center’, etc.
- Commentary ECC has 2 types of application for our client. This slide illustrates the 1st type. Type-2: ECC can be applied as a tool to accelerate the learning transfer climate in an Enterprise and ensure an effective coaching for performance relationship. Current industry problem statements: In most organizations, participants who successfully complete a training program are not given an appropriate transfer climate by their immediate managers. This leads to degeneration of the newly acquired knowledge and skills. This results to staff demotivation, dollars wasted and HR is viewed as a non-contributor. In few organizations, participants who successfully complete a training program are coached by their immediate managers, but the coaching effectiveness is not quantified in terms of improvement and sustainability of the participant’s newly acquired skills and knowledge that leads to performance. The result is high reliance on Managers to conduct the coaching exercise, no data to confirm sustainability of the skills improvement that leads to performance, HR is viewed as a grey area that cannot measure its contribution to improved Business performance. Our solution ECC is a strategic software that ensures a structured and standardized approach to support the coaching activity between the participant and their immediate Manager. It accelerates the transfer climate and ensures sustainability of newly acquired competencies in the shortest possible time. The ECC is built on a competency framework and empowers the Coach to develop his people towards performance. It measures the real improvement on a real-time basis and generates various reports for Individuals, Managers, Departments, Units and the Organization.
- Commentary You could highlight 5 key features of the software. Coach view: Like the Electromagnet chest piece is to Ironman, the Coach view is to the ECC. This is the heart of the system which quantifies the coaching effectiveness and facilitates the improvement of the coachee’s competence leading to higher performance. Competency Library: The competency library uses basic to advanced competency framework that can be made bespoke for the organization, its environment and its core strategies. My Performance: Is a social page of the user which other employees in the organization can see and interact with. Quick Team Generator: Is a key function that allows Managers to identify competent employees for a new business at the click of a button. Analytics and Dashboard: A real-time dashboard that reflects the number of employees mapped to the coaching engagement, number of manhours of coaching completed, number of employees competent in the core competencies, and a wide range of employee profile based analytics.
- Commentary Start with the green and then to the pink tabs.
- Commentary This is the log-in page of the ECC
- Commentary More analytics and dashboard reports to be added on the 20th of April 2014.
- Commentary The coach view is the heart of the tool. The module has 5 tabs starting with Choose competencies: The manager will choose the competency that is to be coached from the competency library and competency Goals are decided between the Coach and the Coachee Enter target date: Both the Coach and the Coachee decide the total duration of the coaching engagement. Review dates: The two parties decide on the frequency and dates for the review assessment. Choose Assessors: Assessors can be 1 to 3 people. For instance, the assessors can be ‘Self’, ‘Coach’ and an ‘internal Customer’ Summary: The summary of all decisions will be found in this tab. Other modules include Assessment: Coach and the Coachee will meet on the decided dates to assess the Reality of current behaviors and the competencies associated with the same. The two parties decide on the Options to improve the behaviors and competencies associated with the same before they meet for the next review. The decisions are entered and the conversation Wraps up Skills Summary: The lag data illustrates to both parties the current skill level and the past assessment performance (as seen in the next slide) Progress Data: The performance is plotted on a graph (as seen in the next slide). Click on the predictor to view the prediction of coachee’s performance. Note: The prediction is only an indicator and past performance is the only variable considered to predict the future based on the ‘runrate’.
- Commentary Explanation is in the previous slide.
- Commentary Competency framework is the heart of the ECC software. Current industry problem statement Many organizations use a basic 5-point rating scale to assess their employees. This form of assessment may be subjective, but works well for an Organization in its current level of capability maturity model. Few organizations use BARS (Behaviorally Anchored Rating Scale) to reduce the level of subjectivity. This allows for behaviors to be associated with competency and reduces the level of subjectivity to a degree. However, the potential of the competency framework may not be used as much. Our solution The ECC uses 3 different types of competency framework for its clients. Basic model framework: This looks at a basic competency framework with a 5-point rating scale as shown in the next slide(s). Hybrid model framework: This framework uses the BARS to describe the 5-point rating scale in a linear manner. (as shown in the next slide(s)). Advanced model framework: This framework aligns a competency to the Balanced Scorecard’s 4 perspective and the behaviors associated with it in a linear manner. (as shown in the next slide(s))
- Commentary No behavioral descriptions used to describe the rating scale
- Commentary Behaviorally Anchored Rating Scale (BARS) is used
- Commentary Technical competencies can be used in the ECC too.
- Commentary The assessment uses 2 dimension assessment model.
- Commentary 2 key features of the My Performance page is An employee can view his current performance on his competency development A colleague can rate his services and leave a review comment that can be used as supportive evidence even in his performance appraisal by the end of the year.