When the coachee has been referred to you by their supervisor or manager, it may be necessary to report to them on the progress made. If this is the case, it should be made known from the outset and the coachee must be informed. Any reporting should protect the coachee’s rights as an employee; it is best to confirm these with the organisation’s human resource department. This is especially critical in situations where the report may be used to support actions that terminate the coachee’s employment.
Before preparing a report you should be familiar with the organisation’s policy governing progress reports and the information to be included. The report, which may be verbal or written, would typically describe the structure of the coaching provided and the progress made in a factual way. Care should be taken regarding the level of detail and personal information that is included.
At the conclusion of coaching, be sure to schedule a meeting for a time in the future when the coachee has had time to implement the changes or apply the skills that came about as a result of coaching. At this meeting the coach has the opportunity to reinforce the success of the coaching program. If it turns out that the coachee has slipped back into their old ways, the coach can provide strategies to reinvigorate them. Or if the coachee has continued their progress but encountered new challenges, they can seek advice. It may even be an opportunity to discuss new possibilities for coaching and development.