Executive Coaching - A Guide For The HR Professional.pdf

What Is the Role of the HR Professional? 71
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easier for one or both parties to describe the interactions and
milestones reached only in “broad brush strokes.” Finally, if a
contract has been established that defines the development
plan, then periodic confirmations that the plan is on track
may be all that client and coach will communicate to the HR
professional.
See the “‘To-Do’ List for Managing Coaching Resources” in Section
V for some questions to ask yourself as you fulfill your stewardship
role.
Support the Start of New Coaching Assignments
When a client has been identified as a potential candidate for
a coaching intervention, you will want to consider the following
set of tasks that are important to the start of a new coaching
engagement.
1. Make sure this is really a coaching assignment, not a problem
that should be fixed some other way. Make sure the client is
appropriate for this kind of investment and wants a coach.
Most organizations have well-defined methods and procedures
for dealing with personnel issues. As the HR person,
you are, no doubt, very familiar with most, if not all, of them,
and may even have authored some for your organization. To
maintain the integrity of the coaching process, it is important
to verify in advance that the appropriate intervention is, in
fact, coaching, and not some other process or procedure such
as performance management, employee assistance, or informal
coaching from the supervisor.
2. Help identify the “right” coach, which often comes down
to an intuitive choice once an initial screening has
happened.