| PROJECT PLAN-CAPACITY BUILDING IN MFIs THROUGH COACHING | |
| No. | Topic |
| 1 | The broad road map of coaching in MFIs
Because we need: 1. Implementation of coaching in big MFIs 2. Coaching is supposed to be linked with Dual system
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| 2 | Activities already done
· Concept paper/note · Breakfast meeting with CEO’s · TOC( human resource management) · Action plan (from some MFI’S! )
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| 3 | The next steps/ Activities
1. Meeting with CEO’s for round table discussion To share with them the finished steps and next steps of implementation of coaching in big MFIs. To request support from them on the implementation of coaching in MFIs
2. Refresher session Fresh up of the TOC : Methodology of Coaching Preparation for the Questionnaires
3. Conduction of interviews We have to know the gap among staff members in different departments that can be solved by coaching methodology To know other knowledge areas needed by coaches in order to do coaching successfully Foundation for making general action plan which will be discussed by all coaches
4. Collection of results Twofold collection process: a. HR managers collecting the results within their institutions and condensing them b.Consolidation of results by Amir/SBFIC using the condensed, institution specific questionnaire results 5. Practitioners meeting To make strategy of implementing coaching methodology in the big MFIs by harmonizing different ideas To come up with general action plan of coaching by harmonizing the action plans from different MFIs Exchange of experiences
6. Implementation of internal coaching in big MFIs Time table/ action plan for each MFI on coaching session Some coaching to be conducted by coaches themselves Other coaching will be conducted by internal staff in various departments 7. Working groups / Exchange of experiences Practitioners to meet in working groups Schedule to be defined according to mutual consent Support from SBFIC available upon request
8. Evaluation report of coaching impact on the big MFIs (half year evaluation) Monthly progress report The results of planned meeting from coaches Questionnaires and interviews
9. Linkage between Coaching and the Dual System Usage of coaches’ practical experience both for employee as well as future trainee coaching Recognition of impact coaching has on personnel development Dissemination of coaching philosophy throughout the organization (top-down) |
TIME FRAME WORK OF THE ACTIVITIES HIGHLIGHTED ABOVE
| Year | 2016 | 2017 | ||||||||||||||||||
| Month | May | June | JULY | AUG | SEPT | OCT | NOV | DEC | JAN | FEB | MAR | APR | MAY | JUNE | JUL | AUG | SEPT | OCT | NOV | DEC |
| Major activities | ||||||||||||||||||||
| Meeting with CEO’s for round table discussion | X | |||||||||||||||||||
| Collection of ideas from MFIsconcerning coaching needs and gaps among their staff | X | |||||||||||||||||||
| Meeting session of all coaches to discuss coaching implementation | X | |||||||||||||||||||
| Trainings of coaches on where they have expressed the desired knowledge or skills. | X | |||||||||||||||||||
| MFIs implement internal coaching under the supervision of master coach | X | X | X | X | X | X | ||||||||||||||
| meetings among coaches to share experiences and discuss challenges | X | X | ||||||||||||||||||
| Evaluation report of coaching impact on the big MFIs | X | |||||||||||||||||||
| Coaching and Dual system | X | X | X | X | X | X | X | X | X |
