How can HR Professionals best support a successful coaching programme?

June 2010

 

 

Coaching is fast becoming a service every successful organisation wants to provide for its
senior executives. The reason for this is its results, which clearly speak for themselves.
The process of Executive Coaching is where a coach will meet the client one to one, and will
provide the space and security for the client to able to think with absolute clarity and focus
their minds on the all-important development issues relevant to their personal and
organisational success. There are, some key factors which are absolutely integral to its
success that the best HR professionals have deployed to create the most outstanding
outcomes

 

KEY FACT ONE
The coach needs to be external and independent of the organisation: so the client can
explore the full extent of their potential, avoiding any association with the history
and any preconceptions regarding the organisation or hierarchy which creates
limitations.

 

KEY FACT TWO
The coaching should take place in a confidential environment: only when the client
can be absolutely sure of this can they explore their true beliefs and values and the
real work of coaching can be done. For the internal coach this is impossible as they
are themselves part of the organisation.

 

 

KEY FACT THREE
It is important that the coach has no vested interest in any outcome: senior
executives need to explore options, consequences, thoughts and feelings about
sensitive Board level issues and high impact decisions. With an internal coach this
process is compromised.

 

HR professionals may believe that they should be providing an in-house coaching service.
However, this would undermine the most valuable development tool available. The best HR
professionals have shown that their role is to provide the coaching culture, in which
executive coaching can thrive.

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