Team Lead: Coaching

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Job Purpose

The Team Lead: Coaching is responsible for leading a centralised team of Coaches within the

Performance Enablement function. The role ensures that coaching initiatives are aligned to business

priorities and that their overall impact on performance is measured and monitored. It is accountable for

ensuring that coaching content, tools and delivery methods are up to date, relevant and fit for purpose.

The Team Lead monitors outcomes, evaluates effectiveness and recommends appropriate

interventions where required. By providing structured leadership and governance, the role enables

consistency, quality and scalability of coaching practices across the organisation.

Responsibilities

Coaching Program Delivery

Oversee the planning and delivery of coaching interventions to ensure they create appropriate context and enable meaningful engagement aligned to business priorities. Guide and support Coaches to create learning environments that promote open conversation, engagement and application of learning, while maintaining the integrity of programmes and intended outcomes. Ensure coaching and learning approaches are adaptive to learner needs, levels of understanding and capability, without compromising core learning objectives. Set standards and expectations for observing learner responses, engagement and comprehension, and for adjusting coaching methods where required. Oversee the quality of feedback provided to participants, ensuring it is constructive, evidence-based and focused on the learner’s ability to understand concepts and apply learning in the workplace. Monitor the effectiveness of learning and coaching delivery through participant outcomes, feedback and behavioural application, and use insights to inform continuous improvement.

Organisational Capability Building

Oversee and coordinate coaching interventions for Coaches and Hub based on training evaluations, personal development plans and organisational capability requirements. Engage with senior management and the Performance Enablement and L&D teams to identify capability gaps and inform coaching and development priorities. Ensure development plans for Coaches are aligned to both individual growth needs and broader business and performance objectives. From time to time, and where required, deliver or oversee the delivery of leadership and compliance training to the business to support organisational capability and risk requirements.

Insights and Reporting

Use available people and performance data to support the identification of key risks, trends and challenges impacting business performance and capability. Analyse coaching, learning and performance data to generate insights that inform decision making and prioritisation of interventions. Collaborate with Performance Enablement, HR and business stakeholders to develop and implement plans to mitigate identified risks and address capability gaps. Monitor the effectiveness of mitigation actions and adjust coaching or learning strategies where required to support improved outcomes. Oversee and contribute to the preparation of monthly reports that reflect business performance, coaching effectiveness and overall programme impact. Ensure reporting provides meaningful insights into outcomes, trends and areas for improvement. Provide structured feedback and recommendations to the Manager to support informed decision making and continuous improvement of coaching and performance enablement initiatives.

Work Scheduling and Allocation

Plan and allocate Coaches to training and coaching interventions based on expertise, capability and business requirements. Ensure effective scheduling of resources to meet operational demands, including coordination of weekend and overtime training where required. Balance workload and capacity across the team to support quality delivery and sustainable performance.

Coaching Program Design

Oversee the design and continuous improvement of coaching interventions, ensuring content and methodologies are aligned to business needs and performance outcomes. Review and provide feedback coaching materials to ensure relevance, effectiveness and alignment to agreed outcomes and standards.

Improvement / Innovation

Evaluate and measure Coach performance, as well as the overall effectiveness of coaching, to ensure alignment to intended outcomes and business impact. Use performance data, feedback and insights to identify improvement opportunities and provide evidence-based recommendations to enhance coaching and learning effectiveness. Ensure coaching material is regularly reviewed, updated and aligned to evolving business needs, priorities and capability requirements. Contribute to the analysis of organisational training and coaching needs to inform the development of new programmes or the refinement of existing interventions. Stay abreast of emerging coaching, learning and performance enablement methodologies and practices, and assess their relevance and applicability to the organisation. Drive a culture of continuous improvement and innovation across coaching practices within the Performance Enablement function.

Costing

Track budgets and report variances to more senior colleagues.

Stakeholder Engagement

Actively engage with key stakeholders across the business to ensure coaching and learning programmes remain aligned, relevant and responsive to business needs. Build and maintain constructive, collaborative working relationships with internal stakeholders, including Operations, Performance Enablement, L&D and senior leaders, to support effective programme delivery and impact. Facilitate ongoing dialogue to ensure coach capability, knowledge and content remain current and fit for purpose. Actively use the Learning Management System (LMS) to monitor, track and report on learning and coaching initiatives. Ensure LMS data is leveraged to support insight generation, programme evaluation and continuous improvement.

Leadership and Direction

Understand, translate and clearly communicate the intent, priorities and expected impact of the Performance Enablement strategy to Coaches. Provide direction to ensure coaches understand how coaching interventions support business performance and capability objectives. Articulate the alignment between coaching and training initiatives, desired outcomes and the organisation’s overall strategy, mission and vision. Reinforce strategic alignment through ongoing engagement, guidance and performance conversations with the team.

Business Requirements Identification

Engage regularly with business stakeholders, including through face-to-face interactions, to understand, manage and meet expectations related to coaching and learning initiatives. Build a clear understanding of key business objectives, performance challenges and capability requirements to inform the design and delivery of coaching and training interventions. Ensure all learning and coaching initiatives are directly linked to identified business needs and contribute to agreed performance and capability outcomes.

Personal Capability Building

Develop own capabilities by participating in assessment and development planning activities as well as formal and informal training and coaching; gain or maintain external professional accreditation where relevant to improve performance and fulfill personal potential. Maintain an in-depth understanding of technology, external regulation, and industry best practices through ongoing education, attending conferences, and reading specialist media.

Education

Grade 12 or SAQA Equivalent (Essential); A tertiary qualification (Degree) (Advantageous); ETDP (Advantageous); Accredited assessor (Advantageous); Maintain professional knowledge by reviewing professional publications; establishing personal networks; benchmarking state-of-the-art practices; (Advantageous)

Experience

4 to 5 years’ experience within a corporate environment with at least 3 years in a learning, development or coaching role (Essential); Experience in the Learning and Development industry (Advantageous); Experience in the Insurance industry (Advantageous). Managerial Experience: Basic experience of coordinating the work of others (4 to 6 months)

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