To ensure team members satisfaction, Leadership Coaches communicate with team members about their performance results against plans in action (WIN: WIN agreements; Objectives, Key Results, and X-Factors; and Huddles) and flag potential issues for further review.
Participate and contribute to the Client Onboarding Session.
Report misconduct of Team Member and recommend a course of action. Recommend Values Awardees for the month to clients and the internal team.
Execute Quarterly Report Out & Reset: Observe and discuss the performance of probationary Team Members diligently with Clients.
Facilitate and document the following for Team Members within set timeframes:
Objectives, Key Results, and X-Factors or OKRx (first 2 weeks).
Aligned Job Description (reviewed at end of first 4 weeks).
KPI (reviewed at end of the first 4 weeks).
Competency Benchmark (starting in Q4, must be completed by the end of first 8 weeks).
Learning Needs (Learning Paths set up in dothis.to by end of week 2)
2 . Meet And Exceed Employee Expectations
Manage the team and ensure they are acquainted with the organization's structure and culture.
Conduct 1:1 with team members fortnightly (or weekly for team members who require additional support). These 1:1 sessions take place in the client-specific spaces of our HuddleBoard.app.
Attend the daily huddle with new team members for the first 4 weeks. Team member huddles occur in the client instance or client-specific spaces of our HuddleBoard app.
Build success with the team members by displaying positive progress on their OKRx Scoreboards in the first 30 days.
Ensure that the OKRx is set up in the first week based on the information gathered by Sales and Recruitment using talentplan.go.team.
Rate each huddle once a month, and look for opportunities to engage with teammates and clients.
Run WIN: WIN Agreement program with teammates and clients.
Assist team members to communicate with their clients (and themselves) to achieve greater outcomes.
Carry out prescribed disciplinary action on the misconduct of Team Member as per HR Handbook.
Ensure that Team Members can perform their tasks for the day and that the output conforms with the Statement of Work.
Ensure all approved business processes and policies are implemented and enforced.
When a Coaching Log is required, develop a Performance Improvement Plan, and seek approval from the Operations Manager and the Client.
Review (manage by exceptions) the Daily Task Sheet of Team Member and suggest improvements based on discussion with the Client.
Review (manage by exceptions) the Productivity Report of Team Member and suggest improvements based on discussion with the Client.
3 . Organizational Optimization
Implement policies and coach team members to meet and exceed expectations. As the focal point of a workforce, their success ultimately depends on the productivity of the team.
Implement execution (OKRx) and talent frameworks (Benchmark tool) to build each individual into a leader in their position.
Work together across Functional Departments to ensure that quality and service goals are met.
Escalate to Head Leadership Coach any challenges and feedback made by either Client or Team Member. Also, reiterate these points in fortnightly retrospectives.
Build and encourage cooperation among Team Members to help and support each other to complete tasks successfully.
Be self-aware and recognize personal strengths and weaknesses and those of the team. Leverage strengths and develop weaknesses using our frameworks: Tick Bird Profile and Love Language Communication Style Preferences and Crystal Knows.
Be a role model for Team Members, treating everyone with respect, and evaluating them by their commitment to work as best they can in alignment with their WIN: WIN agreement, Position Description, and OKRx's.
Be innovative and clarify expectations about future needs. Encourage Team Members to meet these needs.
Be persuasive in making an effective case to support the work of the team.
Be responsive and make an accurate assessment of the needs and expectations of the Client and Team Members.
When team members hit challenges, use our frameworks to enable critical thinking from the team member to solve their own challenges (frameworks are available in the 1:1 Tool).
Be positive and focus on solving problems and not blaming others (Embrace the above the line model: avoid denial, excuses, blame, and quitting, and choose instead to take ownership, accountability, and responsibility).
Able to utilize AI Tools and creation of AI Agents
Qualifications
Account Management (good/nice to have)
Client Management (good/nice to have) (Foreign/International clients)
Handled at least 10 members and above
Must be willing to work Onsite for 6 months till transition to Hybrid base on performance
