What is organizational coaching?
Search engines can provide a variety of answers.
I have defined by this the coaching service that the HR Department offers to the employees with the aim of:
- Contribute to personal well-being in the workplace;
- Strengthen people’s resilience;
- Support the employees in dealing with critical situations (e.g., conflict with the boss/colleagues or functional;
- Contribute to the improvement of the individual’s role performance.
How does the organizational coaching service work?
The Human Resources Department entrusts a coach with the responsibility of managing the service and individual coaching sessions.
The coaching service can be organized as follows:
- the coach reserves a weekly slot for the client (2 hours or more, varying with the size of the corporate population and the company’s goals) through a calendar;
- the weekly space is divided into sessions lasting 30-45 minutes, which can vary with the needs;
- the employee who is interested logs into the calendar and books his session (no more than one session per week);
- during the session, the coach keeps notes of key emerging information from the session, to be used during any following sessions;
- the HR Department does not have access to the calendar and names of people who have booked a coaching session.
Regularly the Resources Department will receive a report containing the following information:
- No information about the identity of people attending coaching sessions;
- Professional or supervisor
- Corporate Function
- The topic of the sessions, which may be for example:
- Personal development
- Career development
- Individual strengths/areas for improvement
- People management
- Relationship with boss
- Issues related to organizational functioning
- Client management
How to employ the resulting information?
The information can be employed by HR Department and top management for different purposes:
- Gaining useful information concerning people’s involvement and sharing the company’s vision;
- Consistently design training programs;
- Identifying opportunities to design individual coaching programs for high-potential people;
- Designing specific initiatives aimed at corporate welfare.