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