The application process for this category focuses on identifying those organizations who represent best-in-class standards and execution in the use of coaching to positively impact business results and shareholder and stakeholder value and/or the best in class employee experience.
Entry Type I) Coaching
Coaching is defined here as a one-on-one contractual relationship between a specifically trained and experienced coach and an employee, which has as its objective the achievement of one or more development goals designed to help employees to expand their capability to perform the responsibilities of their current role, and prepare them to be better able to handle the challenges of their next and subsequent assignments. It includes facilitating the performance, learning and development of another. The coach may be internal or external to the organization.
In assessing how your organization uses coaching, the awarding of the MEECO Designation is based on providing compelling, evidence related to a set of six criteria:
1. Demonstrates An Existing Culture of Coaching
2. Has and adheres to Coaching Standards, Practices & Procedures
3. Demonstrates inclusion in who is Selected to Receive Coaching
4. Uses Benchmarks to Compare and Contrast effectiveness
5. Measures ROI using valid and reliable methods
6. Integrates processes and procedures for sustainability of the coaching culture
Entry Type II (optional category) Employee Experience, and Entry Type III Culture
Employee experience is defined as a set of benefits and/or treatment by which the employee feels valued and respected as a result of the leader(s) having creatively responded to employee needs.
In assessing how your organization has developed a culture rich in a positive employee experience, the awarding of the MEECO Designation is based on providing compelling, evidence related to a set of six criteria:
The organization has a broad vision that enables HR to partner with other functional groups throughout the company to create a memorable workplace experience focused on the employee in the same way that it does for creating that experience for their customers
Ways the HR function taps into and provides support in all facets of how an employee is developed in the workplace – from an emotional, physical, intellectual, technological and aspirational standpoint
Ways that your/the organization uses: a) on going research; b) design thinking; c) an innovative mindset; and/or d) technology to collaborate and share knowledge
Culture/Inclusion; how your program is distributed among your population; how is it incorporated into your organization; how is it perceived by the users and the administrators
Measurements; techniques you use to measure successfully reaching your goals; how often you measure to ensure continuing success; what is the reliability of your measurements
Sustainability; ways will your program ensures sustainability for the future of your organization