SOURCE TALENT

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Talent

The best agile coaches are hard to find and even more difficult to attract and retain.

At SOURCE, we have a proven process to not only improve your organisation’s chances of attracting the best talent but also to efficiently screen and onboard agile coaches in a timely manner. We work with our clients to co-design an agile coaching capability development plan; with the SOURCE eight-step process in collaboration with your internal People and Culture team.

Without the right mix of talented agile coaches even the most well coordinated change program is at risk of failure. The SOURCE Talent Process is designed to reduce this risk and set clients up for success.

The Source 8 Step Talent Process:

  • 1. Agreement on the business outcomes expected from the agile coaches
  • 2. Role design, position description preparation and remuneration advice
  • 3. Internal workforce scan and assessment for candidates
  • 4. External talent market communications strategy
  • 5. SOURCE’s proprietary agile coaching capability assessment model
  • 6. Candidate assessment approach including role play design
  • 7. Capability interviews utilising case studies and role play
  • 8. Induction, on-boarding and practice standards briefing
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THE 8 STEPS PROCESS

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SOURCE MODEL

Ascertaining what an agile coach can actually do (versus what they know or can talk about) is an important task that must be undertaken when hiring agile coaching talent.

SOURCE has developed a 50-question candidate questionnaire that forms the backbone of our proprietary screening process. This questionnaire together with an agile coaching style assessment provides our clients with higher levels of confidence in the coaches we put forward for their consideration as potential hires. It shows how capable each candidate is across the three levels/types of agile coaching roles common in the market today; team-level, team of team coaching (tribe) or enterprise-level coaching (across business units).

The questionnaire is administered during a face-to-face interview with an expert level agile coach; it is but one part of an end-to-end process to onboard talent.

Because an expert level agile coach is conducting the interview the risk of any candidate overstating their capability is greatly reduced. The output of SOURCE’s assessment model is a candidate profile that compliments their resume.




An example is shown below

Talent PROFILE EXAMPLE

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FREE DOWNLOAD! MANAGING AGILE COACHING CAPABILITY E-GUIDE

Our Source Founder and Principal, Niall McShane has led the development of multiple large agile coaching teams within some of Australia’s largest transformation programs; in this whitepaper he outlines his process for enabling organisations to build a high-performing agile coaching team.

Niall shares all the (hard-learned) lessons and provides practical advice on some of the biggest challenges sponsors face when embarking on building an agile coaching team:

• How to get clarity of the outcomes expected from an agile coach

• How to avoid hiring “imposter” agile coaches who talk-the-talk but don’t have the competency

• How to attract and retain talent as you go to market for coaches

• How to select and partner with consulting firms as you build your coaching capability

• How to design an agile coach performance management model (with example metrics)

CLICK THE LINK BELOW TO GET YOUR FREE COPY