Avalio o impacto dos programas de treinamento no desempenho dos funcionários por meio de métricas como melhoria nas avalia??es de desempenho, feedback dos colaboradores, aumento da produtividade e reten??o de talentos, além de comparar resultados antes e depois do coaching

I'm currently undergoing one right now - which is an incredible show of faith from our resort's ownership and genuine proof that as an employee, I'm being invested in. It's truly an honor - and to return it we've agreed to: - Discuss and meet targets - Stick to timelines and measurable improvements - Pay it forward and sharing what I learn to my department heads It's a 10-session program and I wrapped up the 3rd session a month ago and I can say the effects are already amazing at a personal and organizational level! To ownership, do it! And to those getting it, maximize it! It'll make you and ultimately everyone around you better too!

Coaching for performance is a journey of working with a set of knowledge skills and attitude of a person. Knowledge and skills are easy to impart and measure. Attitude is difficult to map and measure as it is driven by several dimensions Assuming one has a robust matrix for assessing knowledge and skills the following are stages of the coaching process that may help in the transition of attitude and behaviors 1. Create a constructive mindset not only a positive one 2. Create trust and credibility 3. Delegate and track responsibility ABOVE ALL ... Enable a participant to SELF ASSESS AND SELF CONTROL It is a journey and one needs to give it reasonable time frame ...The Coach must also assume roles of teacher ..trainer .Facilitator etc

1. Set Clear Objectives and KPIs: Define specific, measurable goals for the coaching program upfront. Identify Key Performance Indicators (KPIs) such as improvements in leadership skills, communication, performance, or specific behaviors. Set benchmarks to track progress against these objectives. 2. Collect Pre- and Post-Coaching Assessments: Use assessments before and after the coaching program to track changes in skills, mindset, and performance. Administer self-assessment surveys, 360-degree feedback, or skills assessments to gauge growth in areas like problem-solving, emotional intelligence, and decision-making. 3. Track Behavioral Changes: Observe how employees apply learned skills in their daily work.

Performance Data Analysis: Key performance indicators (KPIs): Analyze relevant KPIs to assess changes in employee performance. Qualitative data: Gather qualitative data through surveys, interviews, or observations to understand the impact of coaching on employee satisfaction, engagement, and overall well-being. Observe changes: Observe changes in employee behavior, such as increased confidence, improved communication skills, or enhanced problem-solving abilities. Calculate ROI: Measure the tangible benefits of the coaching program, such as increased productivity, reduced turnover, or improved customer satisfaction. Compare costs and benefits: Compare the costs of the coaching program to the benefits it provides to determine its overall ROI.