2021 ICF Toronto Chapter PRISM Award Nomination Form

2021-2022 PRISM Application Form

First Nominating Coach

Joint Nominating Coach (if applicable)

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A prerequisite for Award eligibility is that the organization must have started implementation of the coaching initiative at least one year prior to this nomination submission.

Organizational Nominee

Please quantify the extent to which this coaching initiative has been implemented across the organization:

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Nominating Coach

During the PRISM nomination review process, the Panel of Judges may wish to contact the coaching sponsor (or a suitable designee) to provide additional/clarifying information about the coaching initiative. Please provide contact details for the most appropriate coaching sponsor (e.g. Human Resource, Learning & Development, Talent Management, etc.) within the organization.
Please provide contact details for up to three individuals within the organization who are considered to be the primary supporters or "champions" for the coaching initiative:
 
a) Coach name
b) Title/Position
c) Email address
d) Phone number
e) ICF credential level (if applicable)

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Snapshot of Coaching Initiative

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NOTE: For the remaining sections of this Nomination Form, we ask that you refrain from identifying the proper name of the Organizational Nominee. Rather, please provide anonymous references (e.g. the organization, the company, etc.).

Detailed Evaluation Criteria

Standards: Provide examples of how the coaching initiative was developed in a way that would highlight a commitment to rigorous professional standards, industry excellence or best practices within organizational coaching. Examples could include, but not be limited to, the following:
 
-  Coaching initiative utilizes external or internal coaches who hold an ICF Credential
-  Individuals offering coach-specific training to employees have graduated from an ICF accredited/approved program
-  Coaches involved in the initiative have been offered coach mentoring/coaching supervision
-  ICF Code of Ethics has been identified as a resource in coaching agreement with the organization, in particular, confidentiality has been preserved in coaching conversations
-  Evidence-based approach adopted throughout coach training and/or delivery of coaching
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Strategy: Provide specific examples of how organizational goals, strategic priorities or workplace needs are being addressed through the coaching initiative. Examples could include, but not be limited to, the following:
 
-  Coaching initiative aligns with organizational mission, vision, core values, or behaviours
-  Coaching initiative can be mapped clearly to current organizational goals/objectives
-  Coaching initiative supported by dedicated allocation of human and/or financial resources
-  Coaching initiative has proven to be adaptable/has evolved to serve fast-emerging employee/organizational needs
-  Coaching has become a fundamental element to the organizational team-building processes
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Sustainability: Provide examples of how coaching has become embedded into the fabric of the organization or identify any plans to develop/expand the coaching initiative further. Examples could include, but not be limited to, the following:
 
-  Organization has coaching champions/advocates in senior leadership positions who can communicate the coaching strategy effectively
-  Coaching has become positioned as a preferred solution when compared to other modalities
-  Coaching used as modality in forward-thinking areas (e.g. talent management, succession planning, employee development)
-  Coaching shows long-term resilience in organizational infrastructure/operating budget
-  Organizational leadership styles have changed positively resulting from the coaching
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Impact: Provide any observable and measurable details that underscore the value, influence or effectiveness of the coaching initiative. Examples could include, but not be limited to, the following:
 
-  Integration of coaching measured by number of employees/proportion of workforce receiving coaching
-  Employees who have received coaching provide positive testimonials that demonstrate the breadth and/or depth of coaching initiative
-  Employee indicators provided that validate increased levels of workplace engagement and well-being (e.g. decreased stress, increased resilience, goal attainment)
-  Return on Expectations (ROE) measurements provided for non-monetary employee/organizational goals that were identified before coaching initiative was implemented
-  Return on Investment (ROI) measurements calculated for areas that emphasized financial business outcomes or for any impacted goal areas that can be converted to a monetary value
0/500 words

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Participating Coach(es)

Aside from the Nominating Coach, please provide information for up to five coaches who worked on this coaching initiative:
 
a) Coach name
b) Coach (External or Internal)
c) ICF Credential level (e.g. ACC, PCC, MCC) (if applicable)
d) Other organization credential (if applicable)
d) ICF Toronto Member (Yes or No)

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