How to Onboard a Coach Profile

Why blog about onboarding? It’s a bit dull and the deal is done by then, isn’t it?

It’s far from done! This is where the hard work begins.

Get the onboarding wrong and there’s a strong risk of the candidate not settling in and you may well have the right candidate but you lost them because the onboarding was poor – this is preventable.

We use a platform called Contribution Compass to guide our onboarding towards a successful integration. Being @Paul Avins’ Team Coach I understand this stuff at a deep level.

How do we do that?

We invite the employer to profile the role and we profile the candidate against the role and we can tell the employer with a reasonable amount of certainty how they are most likely to show up at work and what their preferences will be before they pitch up and start work with you.

I’ll look at the 8 different profile types – all different people and all of which need to be treated in a different way.

Next up is the COACH profile.

• Arrange for someone to greet them upon their arrival. Throughout the week, make introductions to help them settle in smoothly. Show them who they’ll be working with, reporting to and who’ll be reporting into them as soon as possible. Introduce them to everyone!
• They generally listen well but don’t always listen deeply (in the same way someone with sustaining energy would). Once they can recognise this, it can be improved. They fear being disliked, and this can disrupt their sense of harmony. Though it may not always happen, if they get this idea in their head, it can impact their performance and mood.

How do you keep them engaged and upgrade them?

• Put them in a good team, give them clear objectives and let them manage/work in that team and grow.
• Target them through teamwork and team activities. Let them nurture, coach and develop their team.
• Let them run appraisals, personal development and growth sessions with their team. It can help them to form deeper relationships while getting the most out of all parties to serve the business.
• Keep them out front speaking to and engaging with customers.

Power summary

• Introduce them to who they’ll be working with in advance
• Remember they are exceptional relationship builders
• They listen but don’t always listen deeply
• Their people management should be outcome based
• Give them clear objectives & let them manage

Do you need a Coach on your team or are you about to onboard someone like this and you’re not sure?

Email me gbrown@forcesrecruitment.co.uk if you’d like to find out or if you would like a full copy of my FREE onboarding guide to see how ALL profile types engage.