The role of coaching in human resource management

If you are an experienced HR professional, you probably think that coaching is already an integral part of your role. However, you may need to re-examine your thinking.

The coaching role that is being embraced by so many businesses, is a little different to the concept of traditional coaching in an HR role. It has the potential to significantly enhance the role of HR Management. In order to embrace this concept, it’s important to truly understand what coaching is.

What is coaching?

Coaches provide feedback to professionals that helps them to develop their full potential in their role. The role of a coach involves the use of several skills, including the art of active listening and the ability to implement various techniques and tools that help an individual to develop, This includes the use of tools such as the Johari Window and a SWOT analysis.

Business coaches generally work with professionals who have a high potential to succeed in senior management roles. In contrast, HR coaches can work with any individual within a business, including team leaders. This coaching can provide big benefits for a business as well as the individual.

The traditional view of HR coaching

This description of coaching should be considered alongside the traditional role of an HR coach. This role has usually involved helping managers to address and resolve operational and organisational issues. In order to do this, HR professionals have traditionally used coaching skills to ask difficult questions about organisational matters.

Modern approach to the HR coaching role

The modern approach to coaching in the world of HR moves away from these traditional ideas. The aim is to assist senior managers and team leaders to focus on their own personal development as well as organisational issues.

On many occasions, businesses hire external coaches to assist with this type of coaching. However, there is a big opportunity for HR managers and businesses when it comes to utilising HR professionals in this role.

If you are currently working as an HR manager, embracing the opportunity to develop as a coach can enhance your career progression while also being a massive benefit to the business. After all, you are uniquely placed to combine your in-depth knowledge of the business with the coaching skills that you can develop.

Skills that are needed by a coach

It’s important to remember that coaching in a business is not just about having skills as an HR professional. The person who you are coaching needs to be able to trust in your expertise.

You can take professional coaching qualifications which could lead to you becoming a member of the International Coach Federation.  This opens up an array of new career opportunities for you.

As part of your coaching development, you need to build an understanding of feedback instruments such as surveys. This should come naturally to you as many of these instruments are already familiar to HR professionals. You also need to understand goal setting techniques and behavioural theory.

Wider implications of coaching in a business

Coaching has wider implications and benefits for a business outside of the development of an individual. As an HR manager with coaching skills, you have the opportunity to be involved with monitoring and optimising these opportunities.

You can take responsibility for the coaching programme within the business. You can also act as a person who promotes and supports the continuous use of coaching. This helps you to expand your area of influence and enhance your reputation.

If you are an HR manager ready to take the next step in your career, don’t forget to register with us.