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