ROLE OF HR AS A COACH
Coaching is providing feedback, usually to executives and managers, about how to reach their personal best in their organizational role. As a “coach,” the Human Resources professional is required to do everything from active listening through providing test results that highlight a manager's strengths and weaknesses. While a business coach usually works with high potential managers, the HR coach generally works with every manager and supervisor at every level in the organization. This is what makes the Human Resources coaching role so challenging.
Traditional Approach: The traditional Human Resources coaching role focused on helping managers address issues and opportunities organizationally and provide feedback to managers about the impact of their personal and behavioral style on others. Most frequently, the HR coach asks an organizational leader to reflect on how he/she handled a particular situation. The HR coach asks hard questions and provides advice about actions that may have been more effective than the course the manager chose. Thus, the HR coach practices a blend of smart observations with frankness that will help the manager develop in his/her capacity to lead people and also personally excel.
Emerging Approach: In the new role, the HR person partners with the manager and focuses specifically on his development. One prerequisite for an HR person to succeed as a coach is to make sure that the concerned manager has bestowed his full trust so that there isn't any hesitation during discussion. Also beyond the issue of complete confidentiality, the coaching assistance the HR executive is providing the manager must contribute more than organizational feedback to help him further develop his potential for which the HR person must possess knowledge of the organization, and the impact of the manager within that environment.
To conclude, inorder for an HR person to succeed as a effective and efficient coach he/she must be knowledgeable about surveys and other feedback instruments to provide impartial feedback to the manager and also know about and have access to a variety of resources for the manager as well. Goal setting strategies, follow-up, organization and highly advanced communication skills are necessary for the HR coach to succeed at coaching executives.
Regards,
Ramya
Coaching is providing feedback, usually to executives and managers, about how to reach their personal best in their organizational role. As a “coach,” the Human Resources professional is required to do everything from active listening through providing test results that highlight a manager's strengths and weaknesses. While a business coach usually works with high potential managers, the HR coach generally works with every manager and supervisor at every level in the organization. This is what makes the Human Resources coaching role so challenging.
Traditional Approach: The traditional Human Resources coaching role focused on helping managers address issues and opportunities organizationally and provide feedback to managers about the impact of their personal and behavioral style on others. Most frequently, the HR coach asks an organizational leader to reflect on how he/she handled a particular situation. The HR coach asks hard questions and provides advice about actions that may have been more effective than the course the manager chose. Thus, the HR coach practices a blend of smart observations with frankness that will help the manager develop in his/her capacity to lead people and also personally excel.
Emerging Approach: In the new role, the HR person partners with the manager and focuses specifically on his development. One prerequisite for an HR person to succeed as a coach is to make sure that the concerned manager has bestowed his full trust so that there isn't any hesitation during discussion. Also beyond the issue of complete confidentiality, the coaching assistance the HR executive is providing the manager must contribute more than organizational feedback to help him further develop his potential for which the HR person must possess knowledge of the organization, and the impact of the manager within that environment.
To conclude, inorder for an HR person to succeed as a effective and efficient coach he/she must be knowledgeable about surveys and other feedback instruments to provide impartial feedback to the manager and also know about and have access to a variety of resources for the manager as well. Goal setting strategies, follow-up, organization and highly advanced communication skills are necessary for the HR coach to succeed at coaching executives.
Regards,
Ramya