Why Successful HR Managers Use Coaching

There is a misconception brewing in the executive community that coaching is a remedial process[1]. Some believe that executive coaches are only brought in when a significant problem is identified?one that cannot be solved by human resources alone?and their task is to fix it. And sometimes, this is why executive coaches are brought in to a company.
They are used as a last-ditch effort, instead of as the first line of defense, which is their primary function. In athletics, coaches are not brought in at the middle or end of training, they are brought in from the very beginning, to evaluate players and help them maximize their potential.
It is something that is used to help their athletes/clients to grow and Excel.
It is a preventative measure, not a cure all to be taken after a problem has fully developed[2].
The most successful human resource managers know this and bring executive coaches into the game as early as possible. They know that the best employees are those who are willing to be both leaders and followers, and that these two attributes need cultivation, even in the most promising employees. HR managers know that training in self-awareness, communication, and handling interpersonal conflicts are extremely important to building competent, loyal employees who work for the good of the company, not just for a paycheck.
The human resource professional also knows that they do not have the time or resources to ensure every employee, both newly hired and long-standing, is equipped with these skills. Despite how much training a HR manager has had, they may still lack the ability to individually motivate every single person. This is, however, where executive coaching enters the picture.
Instead of waiting until a problem occurs, coaches should help with team building and leadership development and training from the very first step. This leads to fewer problems in the long run. It helps leaders in the company not only use their power for good, but also empathize ?with their employees. It helps employees understand their role in the company, and therefore work for the greater good. Individuals need individual motivation and a realization of where they can improve, as well as an affirmation of their capabilities and strengths.
HR managers also know that the easiest way to fill high-ranking positions in the company is to identify leaders early on and coach them to become effective executives. Promoting from within the company is always more profitable than going outside the company and drawing more people in. Even the greatest leaders in history had advisors, those who opened their eyes to different perspectives, and this is the role that executive coaches play for successful human resource managers.
Gerard O’Donovan
Owner and Founder , Noble Manhattan Coaching International www.noble-Manhattan.com
CEO- IIC&M International Institute of Coaching and Mentoring ? www.iicandm.org
Owner ? ICN – International Coaching News-? www.international-coaching-news.net
CEO ? The ALPHA Group – www.the-alpha-group.biz
[1] LaBier, Douglas. “Why CEOs Don’t Want Executive Coaching.”?The Huffington Post. TheHuffingtonPost.com, 16 Aug. 2013. Web. 14 Nov. 2013.
[2] McKenna, Dougless. “Who Needs An Executive Coach?”?Forbes. Forbes Magazine, 4 Aug. 2009. Web. 14 Nov. 2013.

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