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Executive Leaders, Are You Coaching Your Human Capital?

Jul 10, 2008
Recruit and retain - this is the first key element in your methodology. It's important to consider both aspects, not just recruiting (which most focus on) or just on retaining, but to think of the combination as a "package."

It is essential to all organizations to not only recruit the best talent, but also retain it. One of the crucial strategies involved in effective talent management is to define competencies (knowledge, skills and attitudes) the organization needs to get the work done and then to coach individuals toward that end.

In essence, organizations need to assess the skills of their people, and then provide them with the proper training so that employees and managers are performing their jobs effectively.

Is your organization focusing on this? Are your managers doing all they can to coach individuals in the areas that they need to be competent? Are you matching what is needed for business results to what is being coached?

Become the coach! The next step is to become a thoughtful coach to your employees and your team.

Effective coaching is a challenge for today's leadership. It is tied directly to your talent management plan, which aligns your human capital and business strategies to support organizational financial goals and positively impact bottom line results. In order to drive this, your managers need to:

o Understand job skills.
o Learn the coaching process.
o Identify coachable performance

Everyone benefits from creating the right experience for your teams.

Coaching experts say that everyone can benefit from coaching. Mary is a new customer service representative for a her company. "When my manager became my coach, I felt like I had more help setting goals and in monitoring whether or not I was hitting them. Then she helps me when I've been going at an issue the wrong way."

John works in shipping and receiving for a trucking company. "My coach helped me understand how the work I do fits in with the big picture. I now see the company as a whole. I think I have been more productive because of it."

"Lots of my folks have a blind spot about how their actions impact others," said Dave, the manager of a programming team. "When I learned how important coaching could be, I found that I was able to help them see the light and focus on not only what they do best, but also how what they do affects the rest of the team productivity."

Coaching involves observing, analyzing, demonstrating and giving feedback. Managing the talent you have is a continuous, long-term process.

As indicated in research conducted by The Conference Board, "the talent mindset goes beyond an awareness of the importance of leadership. It includes a broad spectrum of the ability of all individuals to contribute to organizational success now and in the future."

With that in mind:

--Understand the organizational drivers for talent management.
--Reassess business issues.
--Start with assessing the talent in your organization.
--Develop a plan to increase performance by leveraging talent against current levels of company performance.
--Provide coaching training for all managers.

A coaching program should provide the end result of managers who are able to:

--Understand what coaching is, why it is necessary and how it supports individual and company goals.

--Prepare for a coaching session by using observation and analysis to build a plan for successful dialogue.

--Hold a coaching conversation that improves an individual's performance and increases productivity.

--Use coaching as a way to build a valuable sense of teamwork between the team leader and team member through communication, shared goals and collaboration.
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