I’m mapping a clear growth path for our wellness team so coaches can advance beyond 1:1 sessions into holistic program design and measurable outcomes — what roles and competencies have worked for you? For context, our 10-week integrative journey just hit 82% completion using motivational interviewing and WHO-5, and I want promotions to reflect that kind of whole-person impact.
I’d split the ladder into an IC program-design track (Senior Coach → Outcomes Designer → Program Owner) with gates like MI mastery, cohort design chops, and owning WHO-5 delta/KPIs, and make promotions contingent on leading a 10-week pilot that hits >80% completion and a 2–3 point WHO-5 lift… > and competencies have worked for you? For context, our 10-week integrative journey just hit 82% Nice, but , I’d also require cost-per-outcome and stakeholder adoption as competencies so it maps to business impact — tag cohorts by modality so the designer can run A/Bs and show causality, which keeps promo criteria unambiguous.
One concrete step that’s worked for us: require an ‘Outcome Dossier’ for promotion that pairs MI evidence (brief clip/transcript) with WHO-5 delta, retention, and a simple cost/impact calc reviewed by a cross-functional panel. With your 82% completion, set a bar like ‘sustains >=X-point WHO-5 improvement across two cohorts’ and let a Program Impact Lead own the rubric — , don’t let it turn into vanity KPIs, include 2–3 client quotes. If you don’t have a scaffold, RE-AIM is solid for rubric criteria: https://www.re-aim.org; are you normalizing WHO-5 by baseline severity yet?
Promotion gate: run a week‑6 retention micro‑test improving ‘82% completion’ and present MITI scores (https://motivationalinterviewing.org)?
And i’d add a short ‘Program Residency’ before promotion: 4 weeks embedded with ops/data to run one scaling experiment across your 10-week journey, using a simple RE-AIM checklist (https://www.re-aim.org) to prove they can move beyond 1:1 while protecting WHO-5 impact. , what drives me nuts is vibe-based promos — make the bar something like “lift completion from 82% to 85% in a defined segment” plus a debrief on what it would take to maintain it for two cohorts. Fair to try this with a single cohort first, or do you want them to own a cross-cohort rollout?
We added a ‘Program Steward’ step: for promotion, ship one reusable toolkit (scripts, worksheets, or a lightweight dashboard) that 60%+ of coaches adopt and that trims prep/delivery time by about 20%, verified with a simple pre/post time study. Would you count toolkit adoption and time saved alongside outcomes? Our guardrail is “make it easy to do the right thing,” so we cap build time, pair them with ops so folks don’t vanish into spreadsheet land, and include an equity cut to confirm the gains hold across subgroups.
, ladders that reward only 1:1 volume drive me nuts. I’d add a ‘Population Lead’ rung: for one 10-week cycle, a coach owns a subsegment, ships a 1-page logic model (WKKF: https://www.wkkf.org/resource-directory/resources/2004/01/logic-model-development-guide), and hits a leading indicator like a 3+ point WHO-5 lift by week 4 for 30%+ while keeping ‘82% completion’. Small caveat: it can bias toward early wins, so pair it with a week-12 check — do you track week-4 deltas today?