Federal Coaching Network WHO: A network to support and coordinate Federal coaches across agencies. WHAT: This network will be guided by a framework designed to build a shared coaching environment across Government: Determine the Value of Coaching Build a Database of Coaches in Government and Share Services between Agencies Develop a Federal Internal Coaching Training Program Create Coaching Guidance and Policy MISSION: To foster leadership development and continuous learning at all levels by leveraging resources to advance coaching across agencies. VISION: Transforming Government to navigate the complexity of the 21st century by encouraging innovation and accountability. WHO BENEFITS?: The benefits of a shared coaching program extend far beyond cost- savings to include: Agencies will be able to build their internal coaching capacity and increase employee engagement by creating more effective leaders Training internal coaches and sharing services between agencies demonstrates a renewed commitment to interagency collaboration and investment in the development of leaders at all levels

Database of Federal Coaches GOAL: To create a single online repository of Federal coaches to facilitate the sharing of services between agencies. Criteria will include: Name Contact Information Coaching Credential/Certification Coaching Experience Number of Years Specialty Area(s) Availability Home Agency Location Key Considerations Hosting database on MAX.GOV Agency POC granted access to load/edit content and make matches Supervisory approval needed for coaches to be listed in database Documentation required to validate certification Searchable/Filtered database Key Considerations Hosting database on MAX.GOV Agency POC granted access to load/edit content and make matches Supervisory approval needed for coaches to be listed in database Documentation required to validate certification Searchable/Filtered database

Potential Database Format

Federal Coach Credentialing GOAL: Establish coaching competence benchmarks for internal coaches across government agencies. BASIC PRINCIPLES: Four levels with increasing training, experience, mentor/support, and coaching hours and responsibilities Brings other skills to bear for the purpose of coaching (facilitating, OD, career, leadership development, etc.) Each level has a requirement or expectation of giving back to the Federal coach community Graduate Internal Federal Coach (GIFC) Expectation: Coaching practice limited within their own agencies to support leadership, organization, and career development programs. Associate Certified Federal Coach (ACFC) Expectation: Coaching practice may extend across federal agencies to support individual clients who have self identified or are recommended for developmental support. Provides support\peer coaching during coach training programs. Certified Federal Coach (CFC) Expectation: Coaching practice may extend across federal agencies. Focus may include executive, leadership, performance, career, transition, and other types of support (i.e., group coaching) to meet federal client need. Certified Federal Coach— Instructor/Mentor (CFC-I/M) Expectations: Coaching practice extends to contributions to their agency’s coaching policy and guidelines, focus beyond certified federal coach to include instruction, mentor coaching, developing best practices, guidelines, group coaching, intact team coaching, coach supervision, etc. Graduate Internal Federal Coach (GIFC) Expectation: Coaching practice limited within their own agencies to support leadership, organization, and career development programs. Associate Certified Federal Coach (ACFC) Expectation: Coaching practice may extend across federal agencies to support individual clients who have self identified or are recommended for developmental support. Provides support\peer coaching during coach training programs. Certified Federal Coach (CFC) Expectation: Coaching practice may extend across federal agencies. Focus may include executive, leadership, performance, career, transition, and other types of support (i.e., group coaching) to meet federal client need. Certified Federal Coach— Instructor/Mentor (CFC-I/M) Expectations: Coaching practice extends to contributions to their agency’s coaching policy and guidelines, focus beyond certified federal coach to include instruction, mentor coaching, developing best practices, guidelines, group coaching, intact team coaching, coach supervision, etc.

Internal Coach Boot Camp GOAL: To develop a comprehensive and no- cost training alternative for developing competent internal coaches throughout government. The focus of the training is on 11 basic coaching competencies. This 128- hour developmental program will include: Eleven days of experiential training over 8 months Bi-weekly Mentor Coaching Group calls dealing with a coaching competency, issue, or challenge Monthly webinars/conference calls, additional sessions as needed Homework assignments and reflection papers Coach 4 clients for 6 hours each Peer Accountability Coaching Final Client Coaching Reflection Paper 2 recorded coaching sessions Final Oral Exam Demonstrating the Coaching Competencies OBJECTIVES:  Explain differences between coaching, mentoring, training, consulting, and counseling/therapy  Explain how the emotional intelligence competencies are useful as a coach  Abide by the Coaching Ethical Guidelines  Identify Core Coaching Competencies & Implement them in coaching engagements  Ask effective and powerful questions  Practice active/deep listening  Demonstrate skills of observation both in person and virtually  Demonstrate direct communication and feedback  Describe and use the G.R.O.W. Model  Detect cues to use coaching to enhance personal effectiveness and the effectiveness of others.  Interpret and coach on the 360 Degree Feedback Instrument using the OPM Leadership Competencies  Form Mentor Coaching Groups  Demonstrate other coaching models and niches that foster client and organizational transformation (career, adult development theory, strategy, accountability, Meta Model, Milton Model, conflict, performance, integral, assessments, storytelling, team and group coaching, speech acts, and other coaching resources) OBJECTIVES:  Explain differences between coaching, mentoring, training, consulting, and counseling/therapy  Explain how the emotional intelligence competencies are useful as a coach  Abide by the Coaching Ethical Guidelines  Identify Core Coaching Competencies & Implement them in coaching engagements  Ask effective and powerful questions  Practice active/deep listening  Demonstrate skills of observation both in person and virtually  Demonstrate direct communication and feedback  Describe and use the G.R.O.W. Model  Detect cues to use coaching to enhance personal effectiveness and the effectiveness of others.  Interpret and coach on the 360 Degree Feedback Instrument using the OPM Leadership Competencies  Form Mentor Coaching Groups  Demonstrate other coaching models and niches that foster client and organizational transformation (career, adult development theory, strategy, accountability, Meta Model, Milton Model, conflict, performance, integral, assessments, storytelling, team and group coaching, speech acts, and other coaching resources)

Federal Coaching Guidance GOAL: To develop a comprehensive Coaching Guidebook that will provide agencies with: Overview of current trends and best practices in coaching Common definition of coaching and comparison/contrast to other disciplines Description of how coaching practices can best be applied in the Federal Government Practical tools and resources to help agencies establish internal coaching programs Recent Trends in Coaching The Current State of Research Defining Coaching Why Build Internal Coaching Capacity? Benefits of Internal vs. External Coaching Benefits of Coaching in the Federal Environment Benefits of Establishing a Coaching Culture Benefits to Coachees and the Organization Benefits of ‘Leader as Coach’ What to Expect Building and Maintaining Coaching Relationships Typical Coaching Goals and Engagements Developing a Coaching Program to Meet the Needs of your Organization Linking Coaching to Existing Development Programs Guidelines for Practice APPENDICES Progression of Certification Progression of a Participating Agency Benefits and Costs Evaluation (ROI) Recent Trends in Coaching The Current State of Research Defining Coaching Why Build Internal Coaching Capacity? Benefits of Internal vs. External Coaching Benefits of Coaching in the Federal Environment Benefits of Establishing a Coaching Culture Benefits to Coachees and the Organization Benefits of ‘Leader as Coach’ What to Expect Building and Maintaining Coaching Relationships Typical Coaching Goals and Engagements Developing a Coaching Program to Meet the Needs of your Organization Linking Coaching to Existing Development Programs Guidelines for Practice APPENDICES Progression of Certification Progression of a Participating Agency Benefits and Costs Evaluation (ROI)

Coaching Return on Expectation/Investment GOAL: Determine specific metrics, outcomes, and values of coaching. Provide data and awareness to agency decision-makers about the Return on Expectations, Investment (ROE/ROI) that coaching delivers. BASIC PRINCIPLES: Support agencies who are considering an internal coaching program with data on ROE/ROI. Build a repository of government and industry ROE/ROI studies and results. Assist internal coaching efforts with ROE/ROI methodologies to gather additional data. Manchester Review, 2001 ROI: 545% Tangible: increases in productivity, quality, organizational strength, and customer service Intangible: improved teamwork and relationships with direct reports, peers, & stakeholders; increased job satisfaction, and reduced conflict Anderson & Metrix, 2001 ROI: 529% Tangible: 60% reported personal and work group productivity Intangible: 53% reported employee satisfaction; work quality improvements Phillips, 2007 ROI: 221% Tangible: Tangible: revenue growth, retention, cost savings, efficiency, & productivity Intangible: increased commitment, increased job satisfaction, improved customer service, teamwork and communication International Coach Federation, 2009 ROI: 100% Tangible : 65% reported self-esteem/self-confidence, communication and interpersonal skills, work performance, work/life balance Defense Acquisition Workforce, 2010 ROI: 743% Tangible : increase workgroup productivity, personal productivity, organizational efficiency, customer satisfaction, Increased resources, reduced cycle time. Manchester Review, 2001 ROI: 545% Tangible: increases in productivity, quality, organizational strength, and customer service Intangible: improved teamwork and relationships with direct reports, peers, & stakeholders; increased job satisfaction, and reduced conflict Anderson & Metrix, 2001 ROI: 529% Tangible: 60% reported personal and work group productivity Intangible: 53% reported employee satisfaction; work quality improvements Phillips, 2007 ROI: 221% Tangible: Tangible: revenue growth, retention, cost savings, efficiency, & productivity Intangible: increased commitment, increased job satisfaction, improved customer service, teamwork and communication International Coach Federation, 2009 ROI: 100% Tangible : 65% reported self-esteem/self-confidence, communication and interpersonal skills, work performance, work/life balance Defense Acquisition Workforce, 2010 ROI: 743% Tangible : increase workgroup productivity, personal productivity, organizational efficiency, customer satisfaction, Increased resources, reduced cycle time.

LevelManchester Rev participants Anderson, Metrix, participants Phillips, participants ICF, ,165 participants Defense Acquisition Workforce Pilot 2010 Level 1: Reaction 86% very or extremely satisfied A very effective developmental tool Exceeded expectations 92% Value of Coaching Level 2: Learning Top two developmental priorities: enhancing interpersonal skills and enhancing mgt skills Rich learning applied to variety of business situations and highly recommend coaching Insight into team problems and getting executives back on track 90% working with stakeholders, teambuilding, new perspectives, and leadership efficiencies. Level 3: Application 73% of goals achieved; 86% said quality of coaching relationship critical to success 77% said coaching had significant or very significant impact on at least 1 of 9 business measures Translated coaching feedback into action plans and communicated more effectively with team Improved/Enhanced: Strategic communication, Change implementation, Stakeholder relationships, Leadership/people interactions, Level 4: Business Impact  Tangible: increases in productivity, quality, organizational strength, and customer service  Intangible: improved teamwork and relationships with direct reports, peers, & stakeholders; increased job satisfaction, and reduced conflict  Tangible: 60% reported personal and work group productivity  Intangible: 53% reported employee satisfaction; work quality improvements  Tangible: revenue growth, retention, cost savings, efficiency, & productivity  Intangible: increased commitment, increased job satisfaction, improved customer service, teamwork and communication Impacts reported by at least 65%:  Self-esteem/self-confidence  Relationships  Communication and interpersonal skills  Work performance  Work/life balance  Increased workgroup productivity  Increased personal productivity  Increased customer satisfaction  Increased resources  Reduced cycle time  Increased organizational efficiency Level 5: ROI 545% *ROI Adjustment Factors 529% (came from 50%) 221% *ROI Adjustment Factors  86% reported ROI = 100%.  Median return = 7 times initial investment  19% reported ROI of at least 50 (5000%)  28% reported ROI =  743%  ROI Adjustment Factors *ROI adjustment factors: attribution to coaching and confidence in the coaching contribution. Source: Moseley, A. (2011). Coaching ROI: Delivering Strategic Value Employing Executive Coaching in Defense Acquisition, Thorofare, NJ: Xlibris, Edwards Brothers, Inc., Pg 50; DAW Pilot data added subsequent to book publishing. Table 4.3 Comparison of Five ROI Studies

Asks of the CLO Council Designate a POC to populate the Coaching Database and manage the sharing of coaching services. Support the Internal Coaching Boot Camp training in April 2014 – Select 3-5 people from your Agency to complete the training (128 hr. time commitment) Support your coaches’ continued involvement in the program