Merge pull request #3365 from FlowFuse/add-coaching-plans-handbook

handbook: Add coaching plan

Author: emilieschario

src/handbook/peopleops/coaching-plans.md

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+---
+navTitle: Coaching Plans
+---
+
+# Coaching Plans
+
+A Coaching Plan is tool for managers to aid in development of their team
+members, helping them grow in their role and improve their performance through a
+structured plan to be completed with the managers mentorship. Unlike
+[Performance Improvement Plans (PIPs)][pip], coaching plans are proactive, focus
+on growth, and come without the formal burden of a PIP. 
+
+## Purpose and Philosophy
+
+Coaching plans are built on the principle that all team members have potential
+for growth. Either in their job skills, company value alignment, or the
+operational execution of their role. Coaching plans are a positive force that
+will be deployed for team members to prepare them for career advancement, job
+role changes, and other changes.
+
+## When to Use a Coaching Plan
+
+A coaching plan should be initiated by a team members manager when:
+
+- A team member shows potential for growth
+- The growth area is specific and coachable
+- The identified area for growth isn't a role deficiency, and a [PIP][pip] is in
+  order
+  - Minor performance areas need attention but don't warrant formal PIP
+    intervention
+- A team member expresses interest in expanding their responsibilities or transitioning to a new role with additional responsibilities
+- The team member is to be prepared for future role progression
+- You observe behaviors or skills that could benefit from focused development
+
+## Coaching Plan vs. Performance Improvement Plan
+
+**Coaching Plans** are:
+
+- **Proactive** - Focused on development and growth
+- **Supportive** - Emphasize mentorship and guidance
+- **Opportunity-based** - Address areas for improvement before they become
+  problems
+- **Growth-oriented** - Aimed at expanding capabilities and preparing for
+  advancement or addressing problems before they grow too big
+- **Collaborative** - Employee actively participates in goal-setting
+
+**Performance Improvement Plans** are:
+
+- **Reactive** - Address existing performance deficiencies
+- **Formal** - Structured process with documented consequences
+- **Problem-focused** - Correct performance that falls below standards
+- **Corrective** - Aimed at bringing performance up to acceptable levels
+- **Prescriptive** - Clear expectations with defined outcomes
+
+## Creating a Coaching Plan
+
+### Identify the Opportunity
+
+Managers should:
+
+- Observe areas where the employee could grow or develop
+- Consider the employee's career aspirations and interests
+- Assess skills that would benefit from strengthening
+- Identify opportunities that align with business needs
+- Discuss and align with their own manager on the growth opportunity
+
+### Develop the Coaching Plan
+
+The coaching plan should include:
+
+1. Development area: What skill or such is to be improved.
+1. Current state: Managers' assesment of the current level.
+1. Goal state: A [SMART goal][smart] goal to collectly aim for. This is the result that you're aiming for.
+1. Activities: What actions, training, experience are to be done to achieve the
+   set goal. This is the inputs to the goal. Team members should be active participants in trying to craft the activities. A manager's proposal in the coaching plan is just a proposal. 
+1. Timeline: Start and end date, typically 30 days apart.
+1. Support assets: What tools, meeting, or manager assitances will be provided
+1. Update Cadence: How manager and team member align on progress, and how to
+   collectively achieve goals.
+
+## Documentation and Tracking
+
+While coaching plans are less formal than PIPs, it's important to:
+
+- Document the coaching plan and goals
+- Track progress and development activities
+- Note feedback and adjustments made
+- Record achievements and milestones
+- Maintain confidentiality while sharing appropriate updates with HR and
+  management
+  - Coaching plans are only shared with: the team member, manager, the managers'
+    manager, and HR
+
+[pip]: /handbook/peopleops/organization/#performance-improvement-plan-(pip)
+[smart]: https://www.atlassian.com/blog/productivity/how-to-write-smart-goals