Human Resources coaches must be knowledgeable about surveys and other feedback instruments to provide impartial feedback to the manager. Coaching often takes the place of training for individuals who are advanced in their careers. So, the HR professional must be well versed in management and behavioral theory and practices.
She must know about and have access to a variety of resources for the executive as well. Goal setting strategies, follow-up, organization and highly advanced communication skills are necessary for the HR coach to succeed at coaching executives.
As a larger organizational issue, the HR manager can serve as a resource to coordinate and unify the process of coaching. She can monitor the expenditure of resources, check out the credentials of external coaches and assist with the measurement and determination of coaching results.
What Do You Think?
What do you think are the most important components of the HR coaching role? I’d like to hear from you. In my next feature, I’ll discuss the essential skills and capabilities the HR professional needs to bring to the coaching role. Please read Tips for Effective Coaching.
Communicate with your Guide at Human Resources.
