Strategic Onboarding

Define Program Objectives

Team up with stakeholders to lay the groundwork for your program by creating clear goals and success metrics.

  1. Clarify Business Goals: Decide how coaching supports your organization’s big-picture initiatives, like leadership development, change management, or succession planning.
  2. Outline Learner Outcomes: Pinpoint the skills, behaviors, or growth areas your learners should focus on.
  3. Set Measurable Success Metrics: Pick Key Performance Indicators (KPIs) like engagement rates, promotion readiness, or performance improvements. For help, use the Guide to Calculating ROI.
  4. Document and Share: Write down your objectives in a clear, easy-to-share format and get stakeholder buy-in.

Download the Coaching Engagement Objective Template to get started.

Know Your Audience

Gathering stakeholders is key to avoid missing valuable input or approvals later on in the process. Some examples of stakeholders are:

  Who's Involved? What do they need?
Sponsors Leaders who approve and fund the program Clear goals and measurable outcomes.
Managers Those supporting participants and driving engagement. Tools and guidance to support their teams.
Partner Teams Groups like Technology or HR that provide support and resources. Clear timelines and expectations so they know when to act.

You will also need to identify learners. Choose participants that align with the program's goals, and who will benefit most from the coaching program. Learners may include:

  • Employees Navigating Change: Those navigating big changes, like managers or departments restructuring.
  • Cultural and Organizational Initiatives: Participants involved in programs like diversity and inclusion or future leadership development.
  • Talent Lifecycle Milestones: Individuals at critical career stages, such as new managers or high-potential employees.
  • Specific Leader Populations: Groups driving key business goals, like team leads or department heads.

Set a Timeline

Download the project plan spreadsheet template and adjust it to fit your team's needs.

Import the project plan into a project management tool such as:

  • Asana
  • Clickup
  • Monday.com
  • Microsoft Project

Here are some pre-launch communication tips to consider.

Timing Communication Type Audience Channel Key Message & Goals
2-3 weeks before launch Welcome Email Learners Email

Introduce coaching program, outline expectations, highlight benefits, and share cohort kickoff logistics.

If you want, you can include in the email a template that they can use to identify a list of people they want to provide 360 feedback.
2-3 weeks before launch Manager Overview Managers Email Explain coaching goals, manager involvement, and how to support learners.

Launch weeks communications guide participants, managers, and stakeholders as they get comfortable with the coaching program and their roles in it.

Timing Communication Type Audience Channel Key Message & Goals
Day of launch Cohort Kickoff Session Learners Live Session (Zoom/Teams) Set expectations, introduce coaches, and align on development goals.
3 days post launch Tips for Learners  Learners Email or Chat Share tips for making the most of coaching, such as setting goals and staying engaged. Include reminders to schedule their first session.
5 days post launch Check in Managers Email Provide managers with a checklist for checking in with their team members. Include suggested questions like "What are you hoping to achieve?" or "How can I support your progress?"

Keep learners engaged once the program is running by being consistent with messaging.

Timing Communication Type Audience Channel Key Message & Goals
One month post launch Manager Touchpoint Managers Email Guide managers on checking in with learners.
Once a month throughout engagement Peer Learning Prompt Learners Email + Community Forum Encourage reflection and discussion within the cohort.
Mid-point in engagement Mid-Point Progress Check-In Learners Email + Survey Gather feedback on coaching experience and address roadblocks.
End of engagement  Final Check-in & Next Steps Learners Email + Survey Gather final feedback and share recommendations for continued growth.
End of engagement Manager Wrap-Up Managers Email Provide key takeaway questions for managers to review coaching impact with learners.
End of engagement Impact Report Internal Stakeholders Email Summarize coaching outcomes and learner progress.