Go Back   ManagementParadise.com | Management & Business Education Learning Platform Mirror View - Ebooks Links & Miscellenous Reading Material > Articles !!

Tips for Effective Coaching

Discuss Tips for Effective Coaching within the Articles !! forums, part of the Mirror View - Ebooks Links & Miscellenous Reading Material category; Tips for Effective Coaching From Susan M. Heathfield , Source: http://humanresources.about.com/od/c...coaching_2.htm Coaching Tips Executives, managers, and others interested in career ...

Reply

 

Thread Tools Display Modes
Tips for Effective Coaching
Old
 (1 (permalink))
nick18_in
nick18_in is a splendid one to beholdnick18_in is a splendid one to beholdnick18_in is a splendid one to beholdnick18_in is a splendid one to beholdnick18_in is a splendid one to beholdnick18_in is a splendid one to behold
 
Student of MBA at Thakur Institute of Management Studies
Mumbai, Maharashtra
Management Paradise Member
 
Status: Offline
Posts: 1,250
Join Date: Jun 2005
Location: Mumbai, Maharashtra
Tips for Effective Coaching - February 27th, 2006

Tips for Effective Coaching
From Susan M. Heathfield,
Source: http://humanresources.about.com/od/c...coaching_2.htm

Coaching Tips
Executives, managers, and others interested in career growth and development increasingly turn to a business coach for a personally tailored development process. HR managers need to get on board as coaches or miss this exciting opportunity to influence the next evolution of management potential.
According to Winston Connor, formerly an HR Vice President and currently an executive coach, “Coaching is a different delivery system for training, since training, especially with long term managers and people who are further along in their careers, is not working. The coach works with the manager to tailor the training program in skill areas where we will have an impact. The coach helps managers make behavioral changes needed for growth.” Connor advises that coaches need to be, “clear on the competencies that have impact on the bottom line.
Measure them. Provide support for growth and change. Then measure again.”
Connor thinks the HR person should be the change agent within his organization. “He has the opportunity to provide the leadership needed, to become a part of the coaching venture, rather than an obstacle to progress.” Connor also warns internal HR practitioners against, “trying to repackage old skills as coaching. In the consultancy approach, the HR person brings solutions. He is the expert. In coaching, we don’t bring the answer. We bring a system, a process for helping the client discover the answers.”
Following are additional tips to enhance your success as an HR coach.
You Need Permission to Coach
The effective coach defines the boundaries of her relationship with each manager. Is she a trusted advisor and friend? Does she listen and provide feedback? Or, does she help the manager obtain 360 degree feedback and develop action plans to increase his capability as a leader? The agreement the HR professional develops with each manager can be different. The coaching role must be agreed upon to work.
Most importantly, the HR specialist pushes the window with each manager to assist her to grow professionally to promote the success of the organization and of the individual. Christine Zelazek, SPHR, Director of HR at the Mennonite Home of Albany, Oregon, offers her key strategy for the HR coach. “Set the situation up so the person asks for help, rather than me forcing the help upon her.”
The Coach Is Not in Control
The HR professional is a resource for managers who seek out her services. She does not control the relationship or the actions and decisions of the person she is coaching. At best, the HR manager forms a partnership with the coached manager that results in good choices for the organization and personal growth for the manager. The manager, however, makes the final decision about what she will do in any given situation.
Your knowledge, your effectiveness as a communicator, your developed relationship with the manager and your perceived competence will impact a manager’s willingness to use your input.
Be a Knowledgeable Coach and Resource - Tell the Truth When You Don’t Know the Answer
A manager or supervisor seeks input from you most frequently when she is uncertain about how she handled a particular situation. Or, she seeks input prior to making a mistake in her handling of an issue. More recently, managers seek targeted assistance from a coach with their own growth as managers. This means you will most often receive the most difficult and delicate questions. After all, why consult you when she knows the answer?
Recognize too, that sometimes the manager is seeking reassurance and confirmation and already may know the answer to the question she is asking. You will enhance her capabilities and self-esteem if you ask her what she thinks, and where possible, confirm that her answer is the correct path. Your role as a coach is to strengthen her competency, not to demonstrate that you know the answers.
When you don’t know the correct answer or are speculating about the right course of action, tell the truth. It is far better to say you don’t know, that you will check and find out, than to appear to have all the answers, and give bad advice. You will ruin your reputation and undermine your credibility as a coach forever.
Help the Manager Develop her Own Solutions
People generally know what is the right or appropriate thing to do. Often your job is to draw the answer out of the individual. If you give the person the answer, the manager is less likely to “own” and fully enroll in the solution or answer. Winston Connor suggests the coach say to the manager, “Let’s explore the possibilities. What is it that you really want?” He feels the “result will be stronger and richer because we fostered ownership.”
You can provide options and recommend resources. You can give your opinion. You can answer questions, but ultimately, the answer must be the manager’s. (How do you think the situation should be handled? What have you considered doing? What do you think you need to do to move to the next level?)
Practice Highly Honed Communication Skills for Coaching
Listen to hear the specific needs of the manager who seeks your assistance.
Don’t automatically assume that this question or this situation is like any other you have encountered. Give your customer your full attention and take in information that will lead to insightful, personalized responses to the manager’s questions.
Listen also, for what the individual is not saying verbally. Watch facial _expression, body language and movements. Listen to the tone of voice and any expressions of emotion. Ask open-ended questions to draw out the manager, such as, “tell me what you are considering doing". Questions that appear to seek out motives such as, “why did you do that?” will shut discussion down.
The Coach Is Always an Educator
As an HR professional, you educate managers and supervisors as you work with them as a supportive partner and coach. Your goal is to make them self-sufficient. You give them the tools they need to be successful in their business-related and interpersonal functions.
You assist by supplying a process they can follow to build their skills. A manager should leave an HR professional feeling stronger, more knowledgeable and more capable of addressing the opportunities in the future.
Advertisements



Best Regards,
Nikhil Gadodia
Consultant -->
To view links or images in signatures your post count must be 0 or greater. You currently have 0 posts.

Consultant -->
To view links or images in signatures your post count must be 0 or greater. You currently have 0 posts.

Consultant -->
To view links or images in signatures your post count must be 0 or greater. You currently have 0 posts.

My Blogs
HR Related :
To view links or images in signatures your post count must be 0 or greater. You currently have 0 posts.

Mixture :
To view links or images in signatures your post count must be 0 or greater. You currently have 0 posts.
Friends: (1)
Reply With Quote
Reply

Bookmarks

Tags
coaching, effective, tips
Related to Tips for Effective Coaching
 

Similar Threads

Thread Thread Starter Forum Replies Last Post
Classroom Coaching in MUMBAI arnab_bit Preparation Resources/ General CAT queries and info !! 2 October 6th, 2006 04:45 PM
Help regarding coaching institute neeraj_uchila Preparation Resources/ General CAT queries and info !! 3 July 1st, 2006 06:56 AM
coaching institutes rahulchopra Preparation Resources/ General CAT queries and info !! 4 June 14th, 2006 11:59 AM
7 Top Tips For Effective Delegation: Skills Towards Work-Life Balance !! nick18_in Articles !! 0 March 29th, 2006 04:07 PM
Mentoring and Coaching nick18_in Articles !! 0 February 27th, 2006 12:13 AM
 


Thread Tools
Display Modes

Posting Rules
You may not post new threads
You may not post replies
You may not post attachments
You may not edit your posts

BB code is On
Smilies are On
[IMG] code is On
HTML code is On
Trackbacks are On
Pingbacks are On
Refbacks are Off


ManagementParadise.com is not responsible for the views and opinion of the posters. The posters and only posters shall be liable for any copyright infringement.



Search Engine Optimization by vBSEO ©2011, Crawlability, Inc.