Have you experienced having a coach or being a coach? Executives, managers and others interested in career growth and development increasingly turn to business coaching or mentoring for a personally tailored development process.
Senior managers, especially, are hesitent to attend training classes. Either they think they know what they need to know; they don't anticipate learning from less experienced classmates; or they won't invest the time away from their daily responsibilities. A bit of ego is involved as well. Many senior managers hate to admit they have something to learn. Others pursue learning every day.
HR managers aand managers need to get on board as coaches or miss this exciting opportunity to influence the next evolution of management potential. Take a look at these tips for effective coaching.
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At my company (Human Capital Initiative) we do a lot of work with clients to coach them to become more effective leaders. Often, this means that they will eventually take on a similar role as a “coach” for their internal teams.
We find it’s useful to have members take assessments (my favorite is the Birkman) to help identify the best ways to communicate with one another. As a coach, this type of assessment gives me insights that help me guide clients and be the support system and educator (as you point out) that they need.