When HR Personnel are trained to be Internal Coaches, many perceive this additional training and skills equates to more work. Good coaches are very much viewed as “go to” people, so many will seek out their counsel and support. Before long however, the coach feels overwhelmed and unable to deal with all this seemingly “extra work”. So what are some tips for HR Coaches to efficiently deal with this capacity issue?
Accept the Initial Investment
Recognize that the time commitment to coaching is initially one step backwards in order to take two steps forward. In other words, there might be more work initially as you coach somebody to a solution, but in the long run they are most likely to think for themselves next time they have a challenge. Ultimately coaching supports independent thinking.
Assess the Situation
Not all challenges are suitable for coaching. Learn to recognize the appropriate intervention for each situation. Above all, the participant needs to be willing and open to the possibility that a solution exists and that they are ready to take action. If this environment does not exist, coaching will not work.
Manage Time Appropriately
In a coaching engagement, the execution or work does not belong to the Coach; however holding somebody accountable does. This can be done very simply though a brief e-mail, texting or other efficient forms of communicating. A simple Yes or No is very often all that is required. The real work in coaching is done between sessions and not during.
Operating as an Internal Coaching resource has become a modus operandi for many HR Personnel. By moving on from being the traditional “problem fixers”, using coaching methodologies they are playing a much more strategic role is facilitating positive change within their organizations.