PULSE Coaching Best Practices

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This document outlines best practices for implementing a successful coaching program within your institution, using the PULSE 360 Program as a foundational tool. Coaching is a valuable component of the PULSE 360 Pilot program that advances personal and professional growth, improves performance, and enhances workplace relationships.

PULSE Orientation and Initial Steps

Individuals participating in the PULSE 360 Pilot survey program will receive a debrief from a PULSE coach. For purposes of coaching, each feedback receiver is classified as either green, yellow, or red. Those with yellow or red behaviorally outlying scores will be provided coaching. When outlying behavior scores are indicated, coaching is a requirement for those participating in the PULSE 360 Pilot survey program.

Suggested practices to effectively educate and engage individuals being rated include:

Initial Orientation

• Encourage individuals to attend the PULSE Orientation to understand the program.
  
  
• Communicate the purpose, protocol, and benefits of the program.
  
  
• Ensure that those receiving feedback understand the expectations to participate in coaching should it be recommended.

Debriefing the PULSE 360 Feedback

Each participant will receive a copy of their own 360 feedback summary when they debrief with a PULSE Coach. During the debriefing, they will review their PULSE 360 feedback, identify strengths and any opportunities for improvement, use the feedback to identify “good-to-great” Excellence Goals and Action Steps, which will be copied to the chief/chair as well as emailed at least weekly to the participant as reminders and reinforcers.

Their chief/chair will also receive a copy of the feedback summary to preview any potentially inappropriate comments and to know if the participant has any outlying red or yellow behavioral scores that indicate that coaching is recommended.  The coach will work with outlying participants for 2–5 hours, depending on their score profile, to assign online educational modules to improve any outlying behaviors and coach them to improve and reach their professional developmental goals. The chief/chair will receive weekly updates from PULSE regarding those who are participating in coaching.

Suggestions for Chiefs/Chairs to Address Questions and Concerns

Perception vs. Reality of Survey Results

• Emphasize that survey results reflect how individuals are perceived, not necessarily who they really are.
  
  
• Encourage participants to view coaching as a tool for addressing and improving these perceptions to improve professionalism, communication, teamwork and the overall culture of their department.

Integration with Existing Support

If a participant is already receiving coaching or therapy elsewhere, explain that PULSE coaching is targeted to address behavioral concerns identified in the survey and can complement other services.

Review and Reflect

Conclusion

Effective education and coaching can drive professional growth, improve workplace dynamics, and foster a culture of continuous improvement. By following these best practices and utilizing all the tools the PULSE Program has to offer, organizations and departments can create a supportive and impactful coaching program to enhance their overall culture.