What's your follow-up plan with executive coachees?

1 Define the follow-up objectives

The first step in creating a follow-up plan is to define the objectives of the follow-up. What are the specific outcomes that you and your coachees want to measure and track? How will you know if the coaching has been successful and impactful? How will you address any challenges or gaps that may arise along the way? The follow-up objectives should be aligned with the coaching goals and outcomes, and should be SMART: specific, measurable, achievable, relevant, and time-bound.

2 Choose the follow-up methods

Once you have chosen the coachees you will work with, it is important to decide which methods and tools you will use to follow up with them. Depending on the scope and nature of the coaching, you may use a combination of different strategies, such as feedback surveys, progress reports, follow-up meetings, and follow-up coaching. Feedback surveys are online or paper-based questionnaires that ask your coachees to rate and comment on various aspects of the coaching. Progress reports are written or verbal summaries that your coachees provide to you on a regular basis. Follow-up meetings are one-on-one or group meetings that you schedule with your coachees after the coaching program ends. Finally, follow-up coaching is additional support that you offer to your coachees after the program ends. All of these methods can help identify areas that need further support or guidance and can help keep your coachees accountable and focused on their goals.

3 Communicate the follow-up plan

The third step is to communicate the follow-up plan to your coachees and other stakeholders, such as their managers or sponsors. You should explain the purpose, objectives, methods, and expectations of the follow-up, and get their buy-in and commitment. You should also clarify the roles and responsibilities of each party, and establish the frequency and mode of communication. Communication is essential for ensuring that the follow-up plan is understood, agreed upon, and executed effectively.

4 Implement the follow-up plan

The fourth step is to implement the follow-up plan according to the agreed schedule and methods. You should follow up with your coachees regularly and consistently, and provide them with constructive and supportive feedback, recognition, and guidance. You should also track and document their progress and outcomes, and use the data to evaluate the impact and effectiveness of the coaching. You should be flexible and adaptable, and adjust the follow-up plan as needed based on the feedback and results.

5 Review and revise the follow-up plan

The final step is to review and revise the follow-up plan periodically, based on the feedback and results. You should assess whether the follow-up objectives have been met, whether the follow-up methods have been appropriate and useful, and whether the follow-up plan has been beneficial for your coachees and their organizations. You should also solicit feedback from your coachees and other stakeholders, and identify any strengths, weaknesses, opportunities, and threats of the follow-up plan. You should then use the feedback and results to revise and improve the follow-up plan as needed, and to inform your future coaching practice.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?