The senior HR professionals becoming Executive Coaches are catching up rapidly. They want to increase their companies’ performance and bring about a much-needed change in the way Human Resources functions. HR professionals are always seeking innovative ways to help people and businesses. They are looking at integrating Executive Coaching best practices into Strategic HR. Listed below are some of these practices and their impacts:
1. Focus on Talent Development: HR professionals must become the friends and guides for employees across hierarchical levels. They should use a well-defined and clear coaching framework to deliver feedback. HR professionals have to start doing much more than just managing compliance budgets. The main role of the HR professional is to facilitate purposeful communication and align stakeholders’ interests and expectations.
2. Assist in finding a solution: HR professionals must learn the collaborative approach to building rapport and trust with their employees. This would support the HR professionals in becoming a resource that supports employees in finding their own solutions and, if needed, helping them execute them. HR professionals would be seen in a positive light, and employees, in general, would be more receptive to their suggestions.
3. Listen and ask smart questions: The best coaches always ask good, relevant questions and then intently listen to the responses from their clients. Questions are a tool to trigger the opening of the minds of employees. HR professionals may learn this skill and can make others feel truly heard, understood, and respected. Assessment guarantees everyone has a chance to be involved in helping employees grow and contribute consistently.
4. Customized Learning: HR professionals must build a personal rapport and relationship with employees, just like a coach does with clients. The next step would be to objectively assess the most suitable way to support employees. HR professionals may learn this approach from executive coaches to customize the learning based on the learning styles of the employees. They must institutionalize a process of monitoring the progress of learning and ensure that employees are made accountable for the learning.
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