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How can business leaders ensure coaches don't discriminate based on personal characteristics?

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Coaching is a powerful tool for developing and empowering people in business. However, it also comes with ethical and professional responsibilities, such as avoiding discrimination based on personal characteristics. Discrimination can harm the coach-client relationship, undermine trust and respect, and violate human rights and legal standards. How can business leaders ensure coaches don't discriminate based on personal characteristics? Here are some tips to promote a culture of inclusion and diversity in coaching.

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Adriana B.

Chief People Officer ● Vice President Human Resources ● Global Strategic Leader ●Fractional CHRO ● Growth & Profit…

1 Define coaching standards

The first step is to define and communicate the standards and expectations for coaching in your organization. You can use existing frameworks, such as the International Coaching Federation (ICF) Code of Ethics, to guide your policies and procedures. You should also clarify the roles and responsibilities of coaches, clients, and sponsors, and establish a process for feedback and evaluation. By setting clear and consistent standards, you can foster a culture of professionalism and accountability in coaching.

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Adriana B.

Chief People Officer ● Vice President Human Resources ● Global Strategic Leader ●Fractional CHRO ● Growth & Profit Strategy ● Talent Management ● HR Compliance ● Culture & Retention
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In my experience, succession planning is very helpful to ensure coaching and mentoring resources are supporting talent growth. Having visibility of those talent being developed, with a supporting strategy, check points, and tracking supports the oppotunity for everyone to have an equal opportunity for growth.

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2 Educate and train coaches

The second step is to educate and train your coaches on the principles and practices of inclusive and non-discriminatory coaching. You can provide them with resources, workshops, mentoring, and supervision to help them develop their awareness, skills, and competencies in this area. You should also encourage them to reflect on their own biases, assumptions, and values, and how they might affect their coaching approach. By educating and training your coaches, you can equip them with the knowledge and tools to coach effectively and ethically.

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3 Monitor and address issues

The third step is to monitor and address any issues or concerns that might arise in coaching related to discrimination. You can use various methods, such as surveys, interviews, observations, and complaints, to gather feedback and data on the quality and impact of coaching. You should also create a safe and confidential space for coaches, clients, and sponsors to report and discuss any problems or incidents. By monitoring and addressing issues, you can ensure that coaching is fair and respectful for everyone involved.

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Adriana B.

Chief People Officer ● Vice President Human Resources ● Global Strategic Leader ●Fractional CHRO ● Growth & Profit Strategy ● Talent Management ● HR Compliance ● Culture & Retention
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The performance programs I've designed include a personal development plans for everyone in the company. It is important for individuals to own their development programs. Goals and progress are captured in their yearly plan. Managers and supervisors are aware of these goals and can be supportive. It is helpful to have a system to track these goals for everyone in the organization. It reduces bias. Monthly check-ins are also helpful to provide the support and guidance. Lastly, as these programs are developed, it is important for managers to allow time to be spent on development activities, honoring the calendar just like any other business task.

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4 Celebrate and reward diversity

The fourth step is to celebrate and reward diversity in your coaching practice. You can recognize and appreciate the contributions and achievements of coaches and clients from different backgrounds, perspectives, and experiences. You can also showcase and share best practices and success stories of inclusive and non-discriminatory coaching. By celebrating and rewarding diversity, you can create a positive and supportive environment for coaching.

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Adriana B.

Chief People Officer ● Vice President Human Resources ● Global Strategic Leader ●Fractional CHRO ● Growth & Profit Strategy ● Talent Management ● HR Compliance ● Culture & Retention
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Companies with a strategic communication plans make time to recognize individual's contributions. Wins, celebrations, and successes are all shared in monthly or quarterly updates. It is important to showcase talent growth and acknowledge progress and achievements. I have found it helpful to include a "people KPI" for leaders eligible for incentive programs. This KPI is tied to turnover, team success, and talent development.

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5 Seek feedback and improvement

The fifth step is to seek feedback and improvement on your coaching strategy and performance. You can solicit input from coaches, clients, sponsors, and other stakeholders on how to enhance your coaching culture and outcomes. You can also review and update your coaching standards, policies, and procedures regularly to ensure they are aligned with the latest research and best practices. By seeking feedback and improvement, you can continuously learn and grow as a coaching organization.

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6 Collaborate and partner

The sixth step is to collaborate and partner with other organizations and professionals who share your commitment to inclusive and non-discriminatory coaching. You can network and exchange ideas with other coaching associations, groups, and experts in the field. You can also join or support initiatives and campaigns that promote diversity and inclusion in coaching. By collaborating and partnering, you can expand your reach and influence as a coaching leader.

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7 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?

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How can business leaders ensure coaches don't discriminate based on personal characteristics?

1

2

3

4

5

6

7

1 Define coaching standards

2 Educate and train coaches

3 Monitor and address issues

4 Celebrate and reward diversity

5 Seek feedback and improvement

6 Collaborate and partner

7 Here’s what else to consider

Business Coaching

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How can business leaders ensure coaches don't discriminate based on personal characteristics?

1

2

3

4

5

6

7

1 Define coaching standards

2 Educate and train coaches

3 Monitor and address issues

4 Celebrate and reward diversity

5 Seek feedback and improvement

6 Collaborate and partner

7 Here’s what else to consider

Business Coaching

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