Executive Coaching - A Guide For The HR Professional.pdf

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162 EXECUTIVE COACHING ............................ What to look for in a response: • How relevant are the other experiences? 10. What do you do to ensure the confidentiality between you and the client? What to look for in a response: • Are clear expectations set with all stakeholders at the start of the engagement? 11. How do you provide progress reports to the HR professional and the client’s supervisor? What to look for in a response: • How does progress track with goals? • How frequently are reports made? 12. Under what circumstances will you refuse to take a case? What to look for in a response: • Client not motivated • Client set up for failure 13. Under what circumstances will you halt an ongoing case? What to look for in a response: • Client not motivated Executive Coaching. Copyright © 2005 by John Wiley & Sons, Inc. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com
................................. Agenda Items for an Initial Discussion Among HR Professional, Client, Boss, and Coach Be sure there is clarity on the answers to the following questions, at a minimum, in your initial meeting with the client, boss, and coach. • What is the overall business strategy for the business unit? • What are the results required over the course of the next year for the business unit? • How do the goals of the coaching assignment fit into the business strategy? • In what ways can the client improve his or her own performance? The performance of the team? The performance of the business unit? • How will success be measured? • What information about the coaching assignment is to be shared? With whom? At what intervals? Executive Coaching. Copyright © 2005 by John Wiley & Sons, Inc. Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com 163 ......
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About This Book Why is this topic i
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About Pfeiffer Pfeiffer serves the
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Copyright © 2005 by John Wiley & S
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viii CONTENTS ................. Sec
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Acknowledgments ...................
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2 INTRODUCTION ....................
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4 INTRODUCTION ....................
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6 EXECUTIVE COACHING ..............
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1 .................................
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Table 1.1 Driving Forces Behind Org
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• “Formally contracted” means
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What Is Coaching? 15 ..............
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When Is It Appropriate to Use Coach
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a “safe” environment in which t
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3 .................................
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eferences. It’s easier to get ref
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coaches do not have this certificat
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• Develops plans; establishes and
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How Do You Select a Coach? 35 .....
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Clearly, the internal coach should
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A final topic of possible interest
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4 .................................
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• A starting and possible ending
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What Are the Steps in the Coaching
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64 EXECUTIVE COACHING .............
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7 .................................
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What Is the Boss’s Role? 91 .....
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What Is the Boss’s Role? 93 .....
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What Is the Coach’s Role? 97 ....
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What Is the Coach’s Role? 99 ....
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serves as the catalyst in helping t
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What Is the Coach’s Role? 103 ...
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106 EXECUTIVE COACHING ............
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Page 191: Appendix ..........................
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214 BIBLIOGRAPHY ..................
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About the Authors .................
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Index .............................
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Index 221 ............ D Developmen
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Pfeiffer Publications Guide This gu
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to stimulate or refocus the group.
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for example. The way in which the r
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