Executive Coaching - A Guide For The HR Professional.pdf

What Is the Role of the HR Professional? 75
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is proceeding as planned. Since you are the primary point of
contact, you may need to determine who else should be
involved and make those suggestions to the coach and the
client.
3. Help the coach and client evaluate and wrap up the assignment.
Goal attainment, behavior change, new skills, better
ability to make decisions or deal with complexity, more accurate
self-perceptions, improved functioning, more data collection,
client satisfaction, business results, reactions of other
people to the client’s new behavior. . . . How do you know
whether the client is making progress or not? What kind of
feedback must you seek out to determine whether or not the
coaching objectives are in the process of being reached? If the
goals have been set up appropriately at the outset of a coaching
engagement, then steps in the achievement of some of
those goals may be reached relatively early. It is reasonable to
expect that there should be evidence of some behavior
changes within the first two months of the onset of the
coaching, even though different skills are acquired at
different rates.
More complex skills will take longer to develop than simpler
skills. For example, improvements in presentation skills
may be evident sooner than changes in organizing and planning
capabilities. Rates of learning may vary depending on
the individual, the complexity of the new skills being
acquired, opportunities to practice those skills, and the
resources and support of the organization.
To evaluate progress and to help you determine whether or not
the client is moving toward the attainment of stated goals, here are
some questions you may want to ask:
• What are the changes in behavior and skills thus far?
Does it appear as though progress is being made?