Executive Coaching - A Guide For The HR Professional.pdf
Executive Coaching - A Guide For The HR Professional.pdf
Executive Coaching - A Guide For The HR Professional.pdf
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124 EXECUTIVE COACHING<br />
............................<br />
organization demonstrate a commitment to diversity, foster retention<br />
of talent, and maintain its competitive advantage. <strong>The</strong> points<br />
made in Chapter 2 on “when coaching is appropriate” and “how<br />
a coach helps” are certainly relevant here.<br />
Questions Coaches May Ask<br />
Well-trained and experienced coaches make it a priority to identify<br />
and understand differences and similarities between them and their<br />
clients early in the coaching relationship. Knowledgeable coaches<br />
who have experience working with diverse clients ask questions to<br />
explore the best strategies to use to meet client needs. Some questions<br />
a coach might ask in the early stages of the coaching relationship<br />
follow:<br />
• What should I know about you and your<br />
strengths/experiences/challenges/perceptions, and so<br />
forth that will help me coach you more effectively?<br />
• What is the best way for me to help you achieve your<br />
goals and provide you feedback?<br />
• What are your expectations about the coaching relationship?<br />
Use of Assessment<br />
As one of the steps used in the coaching process (see Chapter 4),<br />
asking questions or using assessments may be very valuable tools for<br />
use with diverse clients. <strong>The</strong> multi-rater feedback process enables<br />
clients to gain a clearer picture of how others see them and can foster<br />
an increase in self-awareness. Creating such a feedback-rich<br />
environment can accelerate the learning process and make significant<br />
contributions to the development of talent in the organization.
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