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Introduction and History

Tools for Building & Sustaining an Allied Health Career Coaching Effort

Launched in 2005 with the goal of helping Baltimore hospitals “grow their own” direct-care workforce, BACH’s allied health career coaching model has evolved into a highly successful effort that boasts programs in six local hospitals and two long-term care facilites, and the advancement of more than 400 front-line and middle-skill workers.

This Web-based tool kit is now being made available to assist any health care provider who seeks a proactive role in developing and sustaining a stable workforce through employee training and support. The self-help resource takes BACH’s coaching methods and puts them into a format that is quick to navigate and easy to adapt to the needs of almost any health care setting.

The At-A-Glance page provides basic elements that a provider will need to initiate a career coaching program, with links to valuable resources. The In-Depth view outlines six categories of coaching duties and breaks them down into individual tasks that are required of each coach, as well as knowledge and skill sets necessary to make a successful coach. Overall, the tool kit is designed so that users can conveniently download pages and incorporate as much or as little of the model into their own program.

As our national demand for health services continues to grow, health care leaders are realizing that maintaining a pipeline of qualified workers is the best defense against employee shortages and turnover. In recent years, hospitals and other health care organizations have met the workforce challenge by introducing programs that advance incumbent employees through career ladders and custom-designed, work-based education. The results of these initiatives have been astounding. Further, workers and health care administrators alike point to career coaching as the single most important component of their program’s success.

CAREER TOOL KIT

At-A-Glance

I. CORE COACHING SKILLS & RESOURCES TO HELP EMPLOYEES ADVANCE
Integration of Individual Development Plan (IDP)-coaches should be trained to use an IDP, such as this downloadable template in conjunction with her/his organization’s client tracking system; determine compatibility with an electronic database such as ETO (Efforts to Outcomes) software

Use of tracking database such as ETO—a BACH-supported online tool that tracks coachee progress.

Ability to assess coachee preparedness
■Use of a variety of assessment instruments, including vocational interest tests, i.e. ,The Career Key
Academic readiness

Training and distribution of acute and long-term care career maps. Knowledge of available external academic resources
■Appropriate developmental education programs such as BACH’s Pre-Allied Health Bridge—a 60-hour English and reading course designed to advance candidates to 8th grade reading level
■Technical training
■Degree and certificate programs
College entrance requirements
■Financial assistance opportunities

Create a career coach position description. Thorough understanding of allied health career coaching process.

II. SKILLS AND ABILITIES NEEDED TO RETAIN COACHEES
Intervention—develop intervention techniques necessary to avoid poor employee outcomes, i.e., sharpening coachee skills in conflict resolution, time management, etc.)

Workplace readiness—hone interpersonal, soft skills, communication and critical thinking skills

Employee advocacy—work with coachee and her/his supervisor to recognize opportunities for advancement

Knowledge of available internal/external resources such as employee assistance programs, tuition remission and scholarships for employees; see the 2014-2015 Community Resource Guide from BGE

III. APPROACHES TO COACH TRAINING
Short sessions—conduct regular peer learning activities where topics are covered via short presentations by coaches, health care managers and other employer resources

Full-day seminars—use external professionals to conduct 8- to 16-hour sessions that address critical content areas such as federal financial aid, financial literacy, changes in allied health curricula presented by local college and training professionals

In-Depth
The In-Depth view outlines six categories of coaching duties and breaks them down into individual tasks that are required of each coach, as well as knowledge and skill sets necessary to make a successful coach. Overall, the tool kit is designed so that users can conveniently download pages and incorporate as much or as little of the model into their own program.

Click below for your Career Kit downloads:

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