Community Talent Catalyst: Program Management Guide

1. Program Introduction & Benefits

The Community Talent Catalyst is a structured, 6-month coaching program designed to empower community members to identify, develop, and apply their innate personal talents for the direct benefit of their community. Grounded in world-class facilitative coaching frameworks, the program moves participants through a journey of self-discovery, goal-setting, collaborative action, and measurable community impact. It transforms individual potential into collective value.

Strategic Benefits for Community Members:

1. Clarity and Confidence: Gain a structured, supportive process to identify unique talents and overcome hesitation, building the confidence to share them.
2. Purposeful Contribution: Learn to directly connect personal skills to tangible community needs, creating a clear and meaningful path for contribution.
3. Actionable Skill Development: Move from theory to practice by developing and testing talent "prototypes" in a safe, peer-supported environment.
4. Sustainable Growth Mindset: Cultivate a personal coaching culture and accountability network that supports continuous development beyond the program's duration.
5. Amplified Community Impact: Achieve documented outcomes that benefit the community while fostering a stronger, more skilled, and interconnected member base.

2. Program Expansion Strategy

Evaluation: This is a Coaching Program. The research data explicitly outlines proven coaching methodologies (GROW, FUEL, CLEAR, Peer Coaching) as the core mechanism for achieving the program's goal of talent transformation. Therefore, a supplemental Mentorship layer is not required as a primary strategy. The program's design inherently uses peer coaching and facilitative techniques to guide participants, which is the most appropriate model for a non-professional, community-based audience focused on self-directed discovery and application.

3. Implementation Roadmap

Launch Phase Checklist

1. Define & Assemble: Finalize program curriculum based on the four Actionable Content Pillars. Recruit and train program facilitators in the GROW, FUEL, and CLEAR models.
2. Promote & Onboard: Launch a promotional campaign targeting community members. Open applications with a simple form focusing on initial interest and broad talent areas.
3. Group Formation: Based on applications, form small, diverse peer coaching circles (5-7 members each) to foster collaboration and accountability.
4. Kick-off Session: Conduct a program launch webinar or in-person event to set expectations, introduce core coaching concepts, and build initial rapport among participants.
5. Tool Deployment: Provide all participants and facilitators with access to the selected program software (see Section 4) and complete initial setup.

Tracking & Operations

• Weekly/Bi-Weekly Peer Circles: Facilitated peer coaching sessions following a structured agenda (e.g., check-in, goal review, FUEL exploration of a challenge, action planning).
• Monthly Facilitator Check-ins: Program facilitators meet with each peer circle monthly to provide guidance, address systemic challenges, and ensure model fidelity.
• Progress Documentation: Participants use the program software to log SMART goals, update action plans, and record community contributions (projects, hours, beneficiaries).
• Communication Hub: Utilize the Internal Social Network tool (see Section 4) for announcements, resource sharing, and informal support between scheduled sessions.
• Milestone Reviews: Schedule formal review workshops at each of the four key milestones (Month 1.5, 3, 4.5, 6) to assess progress, gather feedback, and recalibrate plans.

Success Measurement

Quantitative KPIs:

• Participant Goal Achievement: 80% of set SMART goals are completed.
• Community Contribution Volume: An average of 50+ logged contribution units (e.g., hours, projects, people reached) per participant by program end.
• Skill Growth: 30% average improvement in self-assessed talent competency scores (pre/post-program survey).
• Program Retention: 85% of participants complete the full 6-month program.

Qualitative KPIs & Feedback Mechanisms:

• Participant Confidence Surveys: Distributed at Milestones 1 and 4 using Likert scales to measure growth in confidence and motivation.
• Structured Peer Feedback: Collected during the Month 4.5 "Community Integration" milestone using guided questions focused on observed impact and skill application.
• Community Testimonials: Gather short narratives from community beneficiaries or leaders at the final milestone.
• Post-Program Engagement: Track the percentage (target: 70%) of alumni who continue participating in peer coaching circles or community talent-sharing initiatives.

4. Approved Tools List

The following tools from the approved list are selected and justified for this coaching program:

1. Coaching Software: Primary Tool. This is essential for structuring the coaching process, providing a central repository for participants' SMART goals, action plans, and session notes. It enables facilitators to track progress across all peer circles and supports the FUEL and GROW models with built-in frameworks.
2. Internal Social Network: Critical for Community Building. This tool fosters continuous engagement, allows for asynchronous peer support, sharing of successes and resources, and helps build the "coaching culture" essential for long-term sustainability. It addresses the challenge of sustaining motivation between formal sessions.
3. LMS (Learning Management System): For Scalable Content Delivery. This platform will host all asynchronous training modules, video resources, worksheets, and reflective exercises aligned with the four Content Pillars. It provides a structured, self-paced learning path to complement live coaching sessions.
4. Personality Test: Supplemental Tool for Self-Discovery. A reputable, non-clinical assessment can be introduced in the "Talent Discovery" pillar to provide a common language and spark deeper self-reflection, aiding the initial stages of the CLEAR and GROW models.

Justification for Omission: Mentorship Software is too structured for peer-based coaching. ERG Software is too broad. An Onboarding Platform is not suited for a long-term developmental journey.

5. Resource & Content Library

Training Content for Coaches/Facilitators

• Article/Guide: "Facilitative vs. Directive Coaching: A Primer for Community Programs"
• Video Series: "Applied Frameworks: Running a GROW Model Session," "Deep Listening for CLEAR Model Rapport," "Facilitating a FUEL Exploration Conversation"
• Guide: "Managing Peer Coaching Circles: Guidelines for Setting Agreements, Maintaining Safety, and Encouraging Accountability"
• Worksheet: "Diagnosing Circle Health: Checklist for Facilitator Interventions"
• Guide: "Integrating Quantitative and Qualitative Data for Participant Support"

Training Content for Coachees/Participants

• Module 1 (Talent Discovery): Video: "Uncovering Your Hidden Strengths"; Worksheet: "Reality Check: Mapping My Talents & Community Observations"; Self-Assessment: Guided reflection questionnaire.
• Module 2 (Goal-Setting): Interactive Guide: "From Talent to SMART Community Goal"; Video: "Brainstorming with Your Peer Circle"; Template: "Community Needs & My Skills" mapping canvas.
• Module 3 (Action Planning): Video: "Building Your First Talent Prototype"; Template: "90-Day Action Plan with Peer Accountability Check-ins"; Guide: "Giving and Receiving Feedback in Your Circle."
• Module 4 (Impact Review): Worksheet: "Measuring My Ripple Effect"; Guide: "Creating a Sustainable Personal Contribution Plan"; Video: "Sustaining the Coaching Mindset Beyond the Program."