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Tag: Coaching

  • SayPro One-on-One Coaching: Offer personalized coaching and feedback to participants, particularly those who may need additional support or who want to focus on specific areas of their skill development.

    Certainly! Here’s a detailed program outline for SayPro’s One-on-One Coaching Service, designed to complement the Life Skills and Social Skills curriculum and provide personalized support and development to participants.

    SayPro One-on-One Coaching Program

    Program Title:

    SayPro Personal Empowerment Coaching (SPEC)

    Objective:

    To provide personalized, one-on-one coaching and mentorship to support participants in achieving their personal, academic, social, or professional development goals. The service is especially focused on:

    • Individuals requiring additional support beyond group sessions
    • Participants seeking tailored skill development
    • At-risk youth or vulnerable populations
    • Those preparing for transitions (e.g., employment, reintegration, higher education)

    Core Goals of the Coaching Program:

    1. Enhance individual growth by targeting personal goals and overcoming barriers.
    2. Support sustained learning by reinforcing group curriculum topics in a private, supportive setting.
    3. Foster accountability through regular check-ins and goal tracking.
    4. Encourage self-efficacy and independent problem-solving.
    5. Provide emotional and social support to those dealing with trauma, isolation, or developmental challenges.

    Target Beneficiaries:

    • Youth (15–35 years)
    • Marginalized individuals (unemployed, NEETs, formerly incarcerated)
    • Participants needing remedial coaching
    • High-potential individuals seeking accelerated growth

    Program Structure:

    Duration:

    • Standard coaching cycle: 6–12 weeks
    • Frequency: 1 session per week
    • Session length: 45–60 minutes
    • Follow-up phase: Monthly check-ins for 3 months post-coaching

    Coaching Model:

    SayPro adopts a strengths-based, solution-focused coaching model, integrating elements of:

    • GROW Model (Goal, Reality, Options, Will)
    • Motivational Interviewing
    • Life Design & Narrative Coaching
    • Trauma-informed support

    Phases of Coaching Engagement:

    1. Intake & Assessment (Week 0)

    • Personal background interview
    • Needs and strengths assessment
    • Baseline evaluation of skills (e.g., communication, goal setting)
    • Agreement on coaching goals and confidentiality

    2. Goal Setting & Planning (Week 1)

    • SMART goal creation
    • Establishing success indicators
    • Identifying barriers and supports

    3. Active Coaching Phase (Weeks 2–10)

    • Weekly sessions focused on:
      • Reviewing progress
      • Addressing personal/social challenges
      • Practicing new skills (e.g., conflict resolution, decision-making)
      • Building confidence and resilience
    • Assignments and reflection exercises between sessions

    4. Review & Transition (Week 11–12)

    • Final progress assessment
    • Personal growth review
    • Exit strategy and sustainability plan
    • Referral to further opportunities (internships, training, mental health services)

    Coaching Focus Areas (Tailored Per Individual):

    • Self-esteem and self-awareness
    • Emotional regulation and stress management
    • Communication and relationship building
    • Conflict resolution and anger management
    • Time management and study/work habits
    • Career exploration and job readiness
    • Digital behavior and online safety
    • Civic responsibility and leadership

    Tools & Resources Provided:

    • Personalized coaching workbook (SayPro branded)
    • Growth tracking templates
    • Reflection journal
    • Resource sheets (mental health, job opportunities, community support)
    • Digital skill-building tools (where relevant)

    Monitoring & Evaluation:

    • Pre- and post-coaching self-evaluation
    • Weekly progress logs
    • Participant feedback form
    • Coach performance and impact review
    • Success stories and case studies documentation

    Coach Requirements & Training:

    SayPro Coaches must:

    • Be trained in life coaching, counseling, or youth development
    • Undergo SayPro orientation and trauma-informed practice training
    • Sign a confidentiality and ethics agreement
    • Submit regular coaching reports to SayPro HQ

    Referral and Escalation Protocol:

    In cases where participants present deeper psychosocial needs (e.g., trauma, mental illness, substance abuse), coaches must refer them to appropriate SayPro partners or external specialists under the guidance of SayPro’s social services team.

    Certification and Recognition:

    • Participants completing the coaching program receive a SayPro Personal Development Badge
    • Coaches receive an Appreciation Certificate and Development Hours Record

    Optional Add-ons:

    • Peer Mentoring Circle after coaching
    • Digital Coaching Portal for virtual sessions
    • Career Readiness Booster (extra 4 sessions for work preparation)
    • Parental/Guardian Inclusion Plan for youth participants

  • SayPro: Supporting Academic Achievement Through Motivational and Leadership Coaching

  • SayPro: Supporting Leadership Development Through Mentoring and Coaching

  • SayPro: Supporting Student Success Through Academic Coaching and Mentorship Programs

  • SayPro How to Use Storytelling to Foster Brand Advocacy Among Employees

    Absolutely! Here’s a comprehensive section for the SayPro Monthly May SCDR-2 Report, focusing on the Peer Coaching and Mentoring component of SayPro’s leadership development initiative:

    Peer Coaching and Mentoring: Strengthening Leadership Through Shared Learning and Feedback

    SayPro Monthly May SCDR-2 Report
    Category: Collaborative Leadership Development & Relationship-Based Learning
    Implemented by: SayPro Development Strategic Partnerships Office
    Supervised by: SayPro Advice Desk Officer under SayPro Development Royalty

    As part of its commitment to building a culture of continuous growth, SayPro has embedded Peer Coaching and Mentorship into its leadership development program. This initiative enables employees to learn with and from one another through structured interactions that promote self-awareness, accountability, and skill refinement in real time.

    Objective and Value of the Program

    The purpose of peer coaching and mentoring is to:

    • Reinforce leadership lessons through dialogue, feedback, and reflection.
    • Cultivate a culture of collaboration and mutual support.
    • Provide employees with multiple perspectives on challenges and growth strategies.
    • Strengthen communication, listening, and coaching abilities—core traits of effective leaders.

    How It Works

    🧭 Peer Coaching

    • Employees are paired or grouped with fellow participants in the program.
    • Sessions focus on:
      • Discussing progress and roadblocks
      • Practicing leadership scenarios
      • Giving and receiving constructive feedback
      • Setting weekly or monthly leadership goals
    • Coaches alternate roles to allow everyone the opportunity to lead, support, and reflect.

    🌟 Mentorship

    • Participants are matched with internal mentors—often previous program graduates or team leads.
    • Mentors provide guidance on:
      • Career development
      • Project leadership
      • Navigating team dynamics
      • Leadership mindset and emotional intelligence
    • Mentees document learnings and set action items after each meeting.

    Tools and Resources Provided

    • Peer Coaching Templates for structured conversations
    • Mentorship Journals to track development over time
    • Leadership Reflection Worksheets
    • Virtual check-in logs to support consistency and goal alignment

    Impact Snapshot (May 2025)

    • 95% of participants reported improved communication and feedback skills
    • Over 160 coaching pairs actively engaged in the past quarter
    • Participants noted enhanced:
      • Confidence in decision-making
      • Empathy and relationship-building
      • Willingness to take on leadership responsibilities

    Key Success Stories

    • A group of peer coaches co-developed a leadership resource toolkit that is now shared across SayPro units.
    • Mentoring pairs led a mini-series of internal talks on “Leading from Any Level,” spotlighting real growth stories.

    Conclusion

    Peer Coaching and Mentoring at SayPro is more than a support mechanism—it’s a leadership accelerator grounded in trust, dialogue, and shared accountability. By learning from one another, employees become not only better leaders, but also better collaborators, listeners, and role models, reinforcing SayPro’s people-first culture and future leadership pipeline.