| Are you an experienced human resource | | | | provides advice about alternative actions, |
| professional? Then, probably for you, | | | | which could improve the critical situation. |
| business coaching is just another concept | | | | But generally, people have different |
| that you have known for long now, isnt it? | | | | reactions to the feedback and sometimes, even |
| Helping mangers and executives increase their | | | | the most carefully chosen words by the HR |
| potential skills and also knowledge about man | | | | professional can create a repercussion. |
| management are parts of business coaching. If | | | | |
| this is your opinion, please think again! The | | | | The HR coach practices a blend of politically |
| potential skill of business coaching, which | | | | deft observations with frankness that can |
| is taught nowadays can revolutionize the | | | | help the manager polish his capabilities as a |
| Human Resource relationship between managers | | | | leader to lead people and also excel |
| and executives of the organization. For this, | | | | personally. |
| let us understand coaching. | | | | |
| | | | As per the new coaching rule, the HR |
| Coaching- This is a way of providing feedback | | | | professional now mainly focuses on the |
| to the executives and managers, about how | | | | managerial development. Only few HR |
| they can achieve their personal best in the | | | | professionals are working in this arena and |
| organization by developing their leadership | | | | many organizations nowadays, frequently hire |
| role. As a coach, the Human Resource | | | | external coaches and consultants. This is |
| professional does everything from active | | | | actually not necessary if a HR professional |
| listening to providing results to highlight | | | | is prepared to take on the responsibility. An |
| the weaknesses and strengths of a manager. | | | | executive or manager may face embarrassment |
| | | | admitting his needs to the HR professional, |
| Usually a business coach works with high | | | | fearing that his incapability may be |
| caliber managers, whereas, an HR coach works | | | | discussed in the organization. The HR |
| with all managers and supervisors, at various | | | | professionals who undertake coaching must be |
| levels in an organization. | | | | trust worthy and conduct themselves with |
| | | | authority that is easy to work with. |
| This is what makes the Human Resource | | | | |
| coaching more challenging. The traditional | | | | HR professionals cannot coach unless their |
| Human Resource coaching focused mainly on | | | | credentials, reputation and standing in the |
| helping managers handle issues and grab | | | | organization are proved impeccable. The |
| opportunities. Talented HR professionals | | | | executive participating in the coaching |
| always offer feedback on personal | | | | program should be able to rely on the coach |
| performances and also show the mangers the | | | | and has to feel confident in every |
| ways to achieve it. | | | | interaction. One of the most important |
| | | | inputs, which an internal HR brings into |
| Actually, a HR coach projects a managers way | | | | coaching, is his knowledge about the |
| of handling critical situations. The HR coach | | | | organization and the impact it would have on |
| derives answers to all his queries by | | | | the manager, within that environment. |
| questioning the manager in return and | | | | |