CEDPA Alumni Coaching Program 2005 2012 Definition Three

CEDPA Alumni Coaching Program 2005 - 2012

Definition Three aspects of coaching are generally accepted as universal: 1. The coaching process is an ongoing relationship whose goal is to improve performance; i. e. , it enables the person to do a better job. 2. The coaching process is one of helping someone clarify her own issues, brainstorm options, and select a course of action. 3. The responsibility for improvement and forward movement lies with the person being coached.

Purpose • Supports continued learning and opportunity for growth beyond the training experience. • Reinforces and sustains ties with other alumni and promotes meaningful interactions among women leaders around the world. • Helps client identify barriers to job performance and create strategies to overcome these barriers. • Provides support to clients in applying new programming, technical and management skills. • Enables senior alumni to develop new skills in field of professional coaching that will enrich their personal and professional lives.

Overview • One-year professional coaching program following participant graduation from workshop • Pairs workshop graduates with senior alumni coach • One year relationship / monthly sessions • 20 workshops have participated to date • Over 100 coaches in 41 countries • Over 500 clients in 58 countries • Client-centered Approach

CEDPA’s Coaching Steps 1. Greetings. 2. Reviewing the outcomes of previous conversations. 3. Identifying and defining as clearly as possible the issue or problem to work on 4. Generating possible solutions 5. Exploring realistic options 6. Selecting 1 -2 specific options and develop a plan of action 7. Summarize the session and set a date for the next meeting.

CEDPA Alumni Coaches Over 100 CEDPA Coaches in 41 countries

CEDPA Alumni Clients Over 500 clients in 58 countries

Client Process HPP/Women’s Leadership for FP/RH Workshop Matching Introductions 45 -day Check in 1 Coaching Session Client Profile Quarterly Reports Periodic Coaching Evaluation Review and Revise Program

Coach Responsibilities • Initiate first coaching session with client. • Create separate file for each person being coached. Files will help coach track progress. • Use Coaching Session Recording Form (Appendix C) to track coaching conversation. • Each quarter, complete Coach’s Quarterly Report Form (Appendix D)—one for each client—send via email or fax to Sr. Associate, Leadership & Capacity Building at CEDPA.

Most Popular Themes • Work/Life Balance • Project/Program Design and Implementation • Personal Career Development • Organizational Development – Strategies and Systems • Fundraising and Donor Relations • Relationship with Supervisor and/or Co-workers • Technical Areas (e. g. Gender Mainstreaming, M&E, Community Outreach)

Communication Methods • Face to face • Skype • Telephone • Email • Instant messaging / Text • Other social media (Facebook, Linked. In, etc. )

CEDPA’s Support to Coaches • Coach Advisor • Coach Handbook • Coach. Aids

Coaching Program Evaluations 2006 - 2010 Evaluations conducted to determine: • How participants applied practice of coaching • What themes manifested in coaching sessions • What professional and personal skills developed by coach and clients • Recommendations • Benefits to clients and coaches from the program

Evaluation Results Notable learning experiences for clients included: • Managed time better • Increased organization’s autonomy • Improved advocacy through networking • Integrated gender issues into daily work • Established relationships with a new supervisor • Made better decisions and assumed responsibilities based on capabilities • Appreciated anonymous perspective. Notable learning experiences for coaches included: • Participating in interesting exchange of experiences with clients who work in a different professional area or country • Learning an innovative way to reach out to others • Recognizing one’s ability as a coach

Completion Rates Year Percentage of matched coach/client pairs that complete all four quarters of the cycle. 2005 (1 workshop) 67% 2006 (2 workshops) 82% 2007 (3 workshops) 65% 2008 (4 workshops) 83% 2009 (5 workshops) 85% 2010 (3 workshops) 89% 2011 (2 workshops) In process

2008 ALUMNI COACHING WORKSHOP