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       Using the 10 : 20 : 30 : 40 Coaching Program Budget / Framework:

   - 10 per cent of the Coaching Budget is invested in locating, identifying and securing the right coaches (internal and external). 
 - 20 per cent of the resources is invested on training coaches (Manager/Leader as Coaches and Master Coaches) via licensed coach training programs
 - 30 per cent is invested in building sustainability and support structures to ensure the Coaching Program Manager and trained "coaches" convert their learnt knowledge and skills into measurable behavioural change.
 - And, 40 per cent of the Coaching Budget is invested in integrating coaching into mainstream corporate activities

 Coaching Budget Breakdown - Example:

  • Ten per cent – Selection of suitable candidates (coaches) plus program pre-briefing.
    Most people development programs don’t fail in their early stages, but later. A key aspect of the Coaching Managers role is to carefully establish a foundation of passion and persistence with each coach and ensure that they understand their role and the investment made in their development.
  • Twenty per cent – Coach Training -Knowledge and Skills Transfer.
    The coach training (eg; the Behavioral Coaching Institute's (BCI's) 'Manager/Leader as Coach' course for informal coaching and Master Certified Coach for formal coaching) must provide each "coach": 1) a consistent framework they can use with the coachee, 2) a standard language to be used with management and other coaches and, 3) an accountable set of ROI standards to be used with management. A core ethos of the coach training is to empower coaches teach their coachees the coaching model and how to self-coach themselves. This will develop sustainability and improves transfer of ownership by placing responsibility for change firmly on the shoulders of the coachee.
  • Thirty per cent – Coaching -Application of Learning.
    After the coach training each graduate coach receives support from the Behavioral Coaching Institute (BCI) and the Coaching Manager. To build internal capacity and "ownership" some select "coaches" are also trained by BCI how to train the next batch of corporate coaches themselves (with periodic "need-to" advice and back-up support provided by BCI).
  • Forty per cent – Learning based on practical experiences -Embedding the Outcomes -the establishment of a "Coaching Culture".
    At this stage the "coaches" are helped to reach and maintain a standard of excellence in their results and integrate their role with their day jobs and learn to run both, side by side. BCI also selects suitable coaches to be trained as Mentors to a specific group of "coaches". Action Review Groups are also formed to evaluate results. And, change stories and results are publicized throughout the organization etc.. All staff are helped by the use of a behavior-based coaching model of learning and change to articulate and enhance their personal and professional skills, which their line managers are able to verify drives their unit's bottom-line business value and performance.
The key to success in any coaching initiative is the selection of the best cost-effective coaching budget as well as the appropriate behavior based change model to fit
the client's specific needs.
The Behavioral Coaching Institute's industry-proven Diploma in Executive Coaching or Master Certified Coach Course (world's top-rated professional coach courses -ICAA Survey) meets the critical needs for professional coaches to be trained and mentored in the use of coaching world-best practices and a range of validated, reliable behavior based models, tools and techniques. See: -The Institute's invitational, fast-tracked courses (Self-study, Campus or Distance Learning Format).  Read More >..



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