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This audio program is a
terrific testimony for the POWER OF COACHING in the corporate arena, and an
opportunity to eavesdrop on senior executives
and corporate coaches as they discuss the real tactical and strategic challenges
of coaching. The program was conceived and developed by Suzanne Elshult, a
seasoned executive, facilitator, coach and President/Founder of HRNow, a
leadership development and coaching firm. Click HERE to meet Suzanne.
Would you like to listen
to a brief overview and hear samples of what seasoned human resources executives
and executive coaches have to say about corporate coaching? Click
HERE for a FREE Audio
Overview, or click HERE to
ORDER.
The Corporate Coaching
Audio Series includes three Modules. In Module One you will be listening
to two lively hour-long discussions with the HR Executive Forum, a roundtable
group formed six years ago by Suzanne, to provide learning and peer coaching
opportunities for senior HR executives.
In Module Two,
Suzanne conducts interviews with five senior HR executives from varying
industries and size companies.
Finally, in Module Three,
Suzanne interviews five executive coaches with diverse backgrounds,
qualifications and experiences.
Suzanne will tell you that
the idea for the corporate coaching audio series grew over a period of time as
she became increasingly aware of the need for better clarity in her discussions
with both human resources executives and corporate coaches. Though there are
plenty of written articles and books about coaching, this audio program helps
executives and coaches alike to navigate the changing landscape of tactical and
strategic issues in a real, practical sense. The audio series features
discussions and interviews with a large eclectic group of human resources
executives – executives responsible for employee groups ranging from a few
hundred to tens of thousands – AND corporate coaches representing different
philosophies, approaches, and backgrounds. Suzanne is able to paint a palpable
picture of the status of corporate coaching, define critical issues and provide
tips for successful execution of coaching initiatives.
Whether you are a human
resources professional, corporate coach or head of your company, this is your
chance to find out what human resources executives and executive coaches say
about coaching
trends, meaningful metrics, effective sponsorship, strategic positioning,
business alignment, boundary issues between human resources and coaches and also
between coaches and consultants, internal vs external coaching, technology
impacts on coaching, confidentiality and liability issues, coaching fees, coach
selection and qualifications, use of coaching pools and coordinated processes,
coaching models, and the use of assessments.
Using dialogue and
provocative questions, here are some of the critical questions raised in the 15 areas
listed above:
1.
Coaching Trends. How has the discipline of
corporate and executive coaching evolved over the last several years?
How are companies integrating coaching into their business strategies? Is
there really a shift from a “remedial, fix-it” focus to one that is more
developmental? Is coaching today focused on the high performers or the derailers,
or both? What do we want to consider as we look ahead?
2.
Metrics.
This is definitely an area of high interest to HR executives, and one executive
coaches may not have paid enough attention to historically. How do you measure
and evaluate how effective a coaching initiative really is? Find out how
executives look at both subjective and objective ways of developing meaningful
measures.
3.
Sponsorship of Coaching
Initiatives. How important is it to
have the CEO or other key organizational leaders sponsor and champion a coaching
initiative? How do you win them over? What are the consequences of positioning a
coaching initiative as an “HR program?”
4.
Strategic Positioning.
Why are companies waiting to introduce coaching until they are desperate? How
can we become more anticipatory in our organizations? And, how can executive
coaches become more adept at “making the case for coaching.”
5.
Alignment with Organizational
Strategies. How integrated should
coaching be with overall organizational initiatives, such as business
turnarounds, cultural change and business transformation processes? Can you and
should you develop a “coaching culture?” How do you keep the momentum going
once you get on a roll? How important is a “burning platform” for successful
introduction of coaching?
6.
HR Executive and Executive
Coach Boundaries. What’s the role
of HR in general and the HR executive in particular in
a coaching initiative? What are the appropriate boundaries between HR and
external coaches/internal coaches? How can the coach be in integrity with the
role of HR as the owner of the organization’s strategic use of people assets
for the betterment of the goals of the organization? How might an external coach
inadvertently undermine HR? What about the possibility that an external coach in
fact becomes seduced into a role as “another level of staff?” When are we in
danger of over-relying on external coaches? Is coaching allowing our leaders to
delegate the difficult issues inappropriately?
7.
Executive Coach and Consultant
Boundaries. What’s the difference
between a coach and an organizational development consultant, or a coach and a
management consultant? Are these distinctions important and why?
Find out how HR executives view this issue ! Also explore why it is
critical to develop a solid contractual relationship with clear roles and
expectations upfront? What should be in a contract? What are learning contracts,
and more?
8.
Internal vs. External Coaches.
When are internal coaches more appropriate and effective than external coaches?
What are some of the tradeoffs?
9.
Technology Impacts on How
Coaching is Taking Place. Coaching is
definitely in a stage of flux and the debate is heated as to whether
face-to-face coaching is more effective than “virtual coaching,”
particularly as the economy is globalizing and companies themselves are becoming
increasingly virtual and geographically dispersed? Is use of the telephone to do
individual and group coaching, and new technology, such as e-mail and instant
messaging, really resulting in a dramatic shift in how coaching is being done?
What are the tradeoffs and how does that shift impact coaching fees?
10.
Confidentiality and Liability
Issues. What about confidentiality?
How do you respect the confidentiality of the process, yet incorporate critical
elements into the contracting process to ensure that necessary links to business
strategies and outcomes are made? What about legal obligations to share
info
rmation and liability issues? What if the coach becomes aware of
info
rmation that is clearly detrimental to the business in the course of a
coaching assignment?
11.
Coaching Fees. Is it your experience that fees are all over the map and you’d like
to make some sense out of it all? This is your chance to find out what the real
scoop is. What should you expect to pay for coaching in the corporate world? How
do HR executives typically pay and budget for coaching?
Is a project-based approach more appropriate and cost-effective than an
hourly fee structure What about retainers? How much variation is there in the
industry and why?
12.
Coach Selection and
Qualifications. How do you select a
coach? Is the decision left up to the “coached employee” and what level of
choice should s/he have? What coaching qualifications are important? How much
value does a certification add, and what kinds are there? How important is if
for a coach to have business experience?
13.
Coaching Pools and Coordinated
Coaching Processes. Maybe you have
brought in a coach on an as needed basis in the past and now you want to look at
starting a coaching initiative? Maybe it is linked to introducing a new business
model or cultural change process? If that’s where you are at, you probably
want to know more about how “coaching pools” and “coordinated coaching
processes” work? How do you avoid the organizational confusion of having
different coaches work in parallel, yet use different coaching models, fee
structures and tool kits (such as 360 feedback tools)? What are some ways
coordinated coaching processes and “pools” can tap into and leverage
organizational learning to advance business goals?
14.
Coaching Models. Are there some themes and steps that are fairly universal for all
coaching models? How long are typical coaching assignments?
15.
Assessments and Coaching Tools.
What about assessments? Do they work? How do you know if your coach is using an
effective and validated assessment? What’s the difference between “personality-based
and behaviorally based” assessments?
How can new coaches leverage assessments and tools already introduced to
an organization and re
info
rce a common language?
As you can hear, the issues
and questions are “meaty.” While you may hope for clear-cut, simple answers,
the reality is that the discipline of coaching is - and probably will continue
to be - in a state of evolution in the foreseeable future.
MODULE
ONE: Real-World Accounts from HR Executives and Executive Coaches
In the first session,
Suzanne is facilitating a discussion with leaders from a broad spectrum of
industries including Getty Images, Premera Blue Cross, Coinstar, Shurgard
Storage Centers, Boeing, Real Networks, WRQ, Mulvanny G2 Architecture,Tieto
Enator Majiq, Quellos Corporation, Borden Chemical, Hexcel Corporation,
Community Health Plan of Washington, US Oil and Refining Company, Cascade
Natural Gas and ICOS Corporation. The group is using the Premera Blue Cross
experience with a coaching initiative tied to a business turnaround as a
catalyst for discussion. This is an opportunity to hear seasoned HR executives
directly address critical questions relating to the emerging discipline of
executive coaching and corporate coaching, and also together discuss some of the
very real practical challenges HR professionals and corporate coaches alike must
address in order for coaching to be a viable business strategy.
The second session features
the same group of executives and additionally includes several external and
internal executive coaches. You will be able to listen in on a lively debate and
hear participants discuss different coaching models and explore difficult issues
such as identifying who the customer is, developing metrics and evaluating
effectiveness of coaching initiatives,dealing with confidentiality and liability
issues, and defining boundaries – for example between HR and coaches, coaches
and consultants, coaches and coached employees’ superiors.
MODULE
TWO: Real World Accounts from Human Resources Executives
This Module consists of
five individual interviews with senior HR Executives from Weyerhaeuser Company,
Boeing, Premera Blue Cross, ICOS Corporation, and Mulvanny G2 Architecture. The
size of the workforces represented is as varied as the industries participating
and ranges from several hundred to 60,000 employees. You will hear executives
share their views on coaching trends, the appropriate role of HR and external
coaches, distinctions between coaches and consultants, performance metrics,
confidentiality, fees, and selection of coaches, to mention a few.
MODULE
THREE: Real World Accounts from Executive Coaches
This Module consists of
individual interviews with five executive coaches with varying qualifications
and biases relative to the evolving discipline of coaching. You will find that
these coaches have entered into the arena of coaching from different backgrounds
ranging from psychology, organizational development, training, consulting and
management. Issues discussed range
from coaching trends, the appropriate role of HR and external coaches,
distinctions between coaches and consultants, performance metrics,
confidentiality, fees, certification and selection of coaches, to mention a few.
One of the interviews is focusing more narrowly on the use of assessments in the
coaching process.
Click
HERE for a FREE Audio
Overview, or click HERE to
ORDER.
You can buy the audio program as a six-CD set, or,
you can take advantage of a SPECIAL OFFER
bundling the CD set with a THREE-MONTH
COACHING PROGRAM. This is a limited time savings with a substantially
reduced coaching rate. And, as a BONUS, you get both the CD set and a DISC
Leadership profile at no additional cost. Click HERE
to find out more about Suzanne's coaching practice.
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