Many years ago (more than I like to truly acknowledge) during my post graduate studies, we focused on the debate in strategic HR between best practice and best fit. The best fit perspective struck a chord with me, and I have ever since brought this thinking and into everything I do, including my approach to workplace coaching programs.
Best fit
One size all is great for socks, not so much for organisation strategy, programs and processes.
While Best Practice represents well researched, tried and tested approaches that are industry benchmarked as the ultimate practice, Best Fit adopts the view that HR practices, strategy and programs should be tailored to align with the unique characteristics of the organisation such as purpose, strategy, culture and environment, using best practice to inform design rather than dictate it.
The benefit of best practice in my view is the scope it provides for flexible and creative thinking and design. Rather than striving for what is universally regarded as the best approach, best fit allows organisations to experiment with design, and to look beyond their own industry for practices and ideas to inspire new ways of doing things.
STEP 2. DESIGN – Tailored with your people in mind. The design of your coaching program focuses on delivering your organization's defined purpose for coaching by working with you to understand and identify what is required based on desired outcomes and present reality. Program design considers: - Organisational values, culture, strategy and language, building these into the program design and delivery. - Current coaching knowledge, experience and exposure for capability uplift - Timing and planning for capability delivery, implementation and embedment - Requirements to support implementation and embedment for sustainable change.
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