I’m taking a strong position on coaching.  With so much said about human resources not being able to affect the bottom  line, creating and encouraging a coaching culture is one sure way we can bring value to the company. 

 Many companies take the approach of not addressing coaching in a formal way, hoping that their managers and other leaders will fall into the coaching role. And, while some are successful at this approach, there are others who do not know where to begin.  There are still others that think that coaching is when you train someone on your team to do some aspect of their job, or do it better. This  is certainly better than not coaching at all, but it is not really hitting the nail on the head.

 Coaching should be a developmental relationship- one that exists and grows over time.  A relationship where the coach certainly suggests training opportunities as one component of the employee’s development.  But, a good coach will take the relationship further. 

 Is there coaching at your company?  Is there a formal program or are managers left to fend for themselves?  Throw some comments at me to let me know what is working in your company or what is not working.

 Stay tuned for Part 2- Coaching:  Rules of Engagement and Part 3: How HR Can Enhance A Coaching Culture.