Category: Coaching

Correlation Between HR and Business Strategy

Business strategy and HR strategy can be better communicated by understanding the two terms. A business strategy is best described as a competitive moves and action that a business uses in order to attract the appropriate customers, improving performance, and achieve the organizational goals that have been previously established.

It provides an outline on how the businesses should be executed to reach the desired goals of the organization. HR strategy or human resource strategy is a long-term plan that is created to meet the objectives created by the human resource department and human capital management and development in the organization. HR strategy is one of the outputs of the strategic management in the field of human resource management.

Specifically, proper HR strategy is said to have on impact on the business strategy. In today’s world, it has been observed that the human resources department have a more concrete, strategic role in companies, and this reflect that HR strategy affects the bottom line. HR strategy can be a part of complete business strategy which says that business strategy and HR strategy play a significant role while devising one and another.

In the real world, the distinction between Business strategy and HR strategy is said to be a very thin line. However, a successful business owner understands the significance of this difference and understands that there is a strong connection between the two. Human Executive leadership teams confers with human resources experts which is included in the human resource strategy and this aids in improvising the complementary goals for human resource and the whole business. As you can see, this is what is aimed to be achieved through business strategy and human resource strategy.

The recruitment and selection process carried out the human resource department amounts to ensuring that a productive workforce is created. Ensuring the maintenance of workforce that facilitates high levels of job satisfaction and job security converts into a workforce assisting in achieving the business goals.

Currently, it can be stated that HR technologies have become an integrated engine in terms of advancing the broader requirements of the business, supporting more than just the basic transactions, and advancing the HR and business agenda for the purpose of a better future. The progress of the performance management, recruitment, and selection includes Human Resources Information System (HRIS) as an integral part of such progress. HRIS also plays a significant role in the rejection of candidates, their promotions and postings, etc.

Business strategy and HR strategy rests upon the interaction among executive leadership. IT is said that one of the best ways to cultivate a healthy relationship between HR and C-level executives is by demonstrating the ROI (Return on Investment) in human resource activities and practices. By cultivating such a healthy relationship, the HR strategy will complement the business strategy to work towards achieving the business goals.

Thereby, this helps us understand business strategy and HR strategy as the integration of HR strategy with business strategy, business productivity, and their interdependencies and the way their relationship influences the organization.  

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Best Practices for Defining Organization Values

Organization define the core pillars of their identity and principle which affect the way their business is conducted through company values. Each company have individualised set of core values which support the vision and decision-making processes within the organization. These core values have a significant role and are essential and guiding force as the company grows.

This is the reason why a lot money has been spent on researching the best practices for defining company values and there are two main observations that are emphasised as important:

    1. The guidelines can only be helpful to some point as each company have their own story when it comes to defining company values. Thereby, there is no right way to do it.
    2. It does not entail just defining company values but also ensuring these values are in practice throughout the organization.

It is said that great company culture begins by ensuring that the company values are great. In order to ensure that the company values are great the process of defining company values should be appropriate. One of the most important point to remember is that the process of defining company values should be ideally be independent for each company and this is elaborated further in the upcoming paragraphs.

Process of defining organization values

It should be carried out as early as possible. This should be done as it would act as a framework when the company is going through the process of recruitment. It is also important during the decision-making processes. While defining company values, they should be polarized in nature so that it will attract the right kind of employee for the role and weed out those who will not fit in. It is often believed that the process of defining company values should take place while the company is in its initial stages of development.

While defining company values, it has been proposed that they use bottom-up and top-down approaches.

For the bottom-up approach, a team was to identify the best exemplars co-workers of the organization and describe the key attributes of that employee. The attributes were then put on a white board and then grouped it into similar categories which gave about ten groups. Then the list is shortened by keeping in mind the core values of the company. Further, this debate was used to start naming and ranking the groups. Now the top-down approach is to be implemented and this is where they are important. While defining company values, they should also be provided by the senior management. However, there might be some issues while a disagreement arises on a value chosen collectively.

These two approached create the first draft of the company values. These company values are reviewed and challenged each quarter and read aloud during the meeting each week, create interview questions based on the company values and further incorporate them into activities to ensure they are completely understood and practice the company values.

It has been found that this generation is too big in number to ignore. The millennials at 83.1 million surpasses baby boomers in 2014 census itself and are said to represent one quarter of the U.S. population. Millennials do give significant importance to company values and in the role of customer and employee, millennials favour companies whose values align with the millennial’s personal values. This makes company values an important part of driving sales and attracting top talent.

A study found that an average of $7,600 pay cut would’ve been accepted by millennials for a healthier work-life balance, better company culture, career development and a meaningful job which are factors that improve overall quality of life. Defining company values that are strong and solid ensures direction and builds a reputation. It sets the tone for company’s interaction with customers while marketing its products and making important decisions. If company values are taken seriously, it will help in developing a strong brand identity and a cohesive business plan.

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Why Should there be a Facilitator in each Workplace

Facilitation skills are a provision of opportunities and resources that support a group to succeed in achieving its desired goals. The word ‘facilitate’ comes from a Latin which means ‘to make easy’. It is the art of focusing the collective group energy on a specific goal. It is a diverse field which relies on facilitators who have a broad collection of facilitation skills and approaches.

A facilitator is a person whose role is to guide people through the process to a successful result. This process could be a meeting, training and development session, team building or any situation involving a group of people where the desired goals or targets have to be met. A facilitator contributes structure and processes to interactions so groups are able to function efficiently and make high quality decisions.

Facilitation skills are essential to successful Team and group work. That means it is also critical to the company’s success, especially given the presence of conflict in today’s time. While conflict may at first seem destructive and not very comfortable, it can be very creative. But conflict needs effective management so that it remains part of a creative rather than destructive process. This is where effective facilitation skills are extremely helpful to keep the team on track, keep the relationships intact to successfully achieve business outcomes.

Everyone in the company benefits from good Facilitation skills. Those that benefit the most from them are more likely to be team leaders and supervisors. Facilitation skills enable a team to arrive at satisfactory outcomes with different agendas and varied chosen outcomes.

 7 Steps to achieve effective facilitation skills:-

Facilitation helps everyone to feel that they worked together to achieve the best possible outcome of the task. Clearly facilitation has an important role to play in the success of any business. Furthermore, facilitation skills can also help team members to understand how to improve their business communication. When learning how to improve speaking skills and presentation skills, facilitation skills are important. Here are the steps to achieve effective facilitation skills

1. Set the ground rules 

Always begin by setting the objectives. Having an outline structure and time for reflection is very helpful. Start by helping the group to clarify an outcome that is practical to achieve in the given time and aim to create an environment of trust and confidentiality.

2. Always be impartial 

The challenge is to influence the group and not dominate it. This means being able to suppress your own ideas and encouraging others to talk. A facilitator needs to only encourage the group to consider his/her ideas not as a dictator.

3. Understand group dynamics 

The key is to unlocking the group’s potential to achieve its goal because this is where one can get into the interaction between group members. It is important to make use of questions to clarify, concentrate on the emotional temperament and try to read the body language for any answers.

4. Use your own personality 

A facilitator’s role is being all about the energy and confidence with which he or she brings their facilitation skills forward. To create an open and honest environment, people need an empathic personal presence and the group needs to respect and believe in you. They also need to feel confident that a facilitator will be able to deal with any obstacle and guide them in the right direction.

5. Intervene only when necessary 

It is important to continuously notice what is going on with the group and then decide what to do about it. A challenging group can be tricky to handle. Facilitator may need to ask difficult questions which might draw attention to difficult process issues which the group may find uncomfortable to deal with sometimes.

6. Handling tough situations 

Dealing with difficult people and conflict are two of the major challenges to an effective facilitation. With conflict, there are tactics and skills that one can develop to respond to such situations because success is often determined by how an issue is addressed.  If one comes across a tough individual, one may choose to confront that person in private and give them feedback their impact on the group.

7. The art to practice 

Having good facilitation skills is an art and not a science. The skills that are involved – good observation and listening, observing body language, understanding human psychology, can all be achieved through continuous practice. The more we practice our facilitation skills, the more comfortable we will become as a facilitator.

Continue: The Importance of Facilitation Skills

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The Importance of Executive Coaching and Mentoring

It happens so often that the terms executive coaching and mentoring are used alternatively but they are rather different from one another.  

Executive coaching equips an individual to deal with confidently and completely with critical near-term issues, aid you to perfect leadership and management skills and is also said to focus on the needs that were recognized in the 360-degree review that was conducted by the coach, the company or an external agent. The focus of an executive coach is on the short-term outcomes. It is designed to achieve the optimum results in a minimum amount of time. Executive coaches are also said to motivate, inspire and encourage while insisting the clients are in lieu with their priorities and objectives.  

Executive mentoring deals with a broader aspect in comparison to Executive coaching. Unlike executive coaching, mentors help their clients with the immediate as will as long-term goals that stretch well into the future. Executive mentoring focuses on teaching an individual to how to execute or impart wisdom in using their skills. Mentors provide their assistance in a range of activities that range from personal to professional to ensure their client’s growth and development.  

Efficient functioning of executive coaching and mentoring ensures that employees are provided a platform to learn, connect and grow within the company and to get a boost for their career paths. 

The significance of executive coaching and mentoring is as states below: 


Executive coaching and mentoring promote loyalty. This sense of loyalty towards the company or organization develops as commitment and connection felt by the mentees when the mentors help them provide opportunities and mould their careers. Positive work experience is encountered when the employee feels comfortable with the management encourages open communication and this is carried out by executive coaching. The money spent on continual recruitment and training of replacement employees is eliminated.  

Personal Development 

The expertise and knowledge of the experienced employees results in a better efficiency as this may aid the younger and ewer employees to learn the methods of the organization. Executive coaching and mentoring may further guide the employees in become well versed of the expectations of the organization. Coaching, and the boundaries of a trusted and confidential relationships provides a platform for the employees to resolve their issues and concerns. This acts as a benefit to the organization as it aids in the reduction of frustration on a personal level and improves the individual’s job satisfaction.  

Team Efficiency 

Apart form providing individual focus on the employee, executive coaching and mentoring improve the functions of the team, department and the entire organization. As the managers receive executive coaching and mentoring, it helps them identify the weaknesses and strengths of each of their employees. This is so that even when the employees take request vacation or take a sick day, the organization can capitalize on the resources available to ensure that the entire team works efficiently.  

Therefore, we can see that executive coaching and mentoring can provide an array of benefits for the any kind of organization. Thus, the implementation of executive coaching and mentoring in an organization can become an excellent contribution to ensure the overall development of the individual employee as well as the organization.  

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Six Reasons to Utilize Executive Coaching Solutions

Executive coaching solutions can be described as the solutions proposed and prepared by coaches to tackle the problems in certain areas and to improve the quality of the coache (executive leaders). Executive coaches provide solutions that would act as catalyst to challenge and support the coache (executive leaders) in identifying their leadership skills and acknowledge the change that is required. These changes are ensured to be impactful and to be sustainable for a long period of a time.

Some of the methods followed by executive coaching solutions are given below:

1. Self-directed learning

Executive coaching solutions place emphasis on ensuring that the coaches help coachee (executive leader) identify their area of problems or impasse through a structured questioning approach rather than the traditional method of directing or advising. Being self-directed is the most efficient way to learn, think, invent, solve problems, visualize, rethink and re-engineer. This is directed to help the coachee to form definitive ideas, regulate relationships between concepts and optimizing their thoughts.

2. Solution-focused effort

Executive coaching services do not focus on just searching for the cause of the problem but is also about finding the best suited solution. It is about creating a vision towards an end goal and working towards that goal while simultaneously being focused on the solution. The focus is on positive change as opposed to deficit focused change. The first step is recognized as identifying the reason for coaching – as an amazing opportunity for growth, development, self-insight and career progression.

3. Positive feedback

Executive coaching solutions focus on an approach that is directed towards positive reinforcement where the frequency of a desired behaviour is increased by increasing the favourable stimulus. That is, the solution is more focused to identify the verbal appreciation or such reinforcements that is found to be favourable to the coachee in order to increase the desired behaviour of the coachee. Positive feedback is found to act as a signal to the brain to perform more of something. The executive coaching solutions try to avoid pointing out what the coachees do wrong. Encouragement and support are seen to increase the coachees confidence and performance.

4. The stretch

Executive coaching solutions believe that people work better when challenged and stretched. The term stretched is used to describe the ability to push people to their limits and help them exercise their potential to their fullest. These challenges and the stretch should be designed to be appropriate for each individual. When the coachees are stretched appropriately to think differently and perform actions that are different in nature help the coachees feel invigorated. This gives the coachees a chance to showcase their knowledge in different ways in order to develop their thinking along new lines.

5. Leadership acceleration

Executive coaching solutions circle on the idea that increased responsibility is accompanied by heightened expectations. This entails preparing leaders for the next role in the stepping ladder of leadership while exploring their competencies and discover potentials shifts in their leadership styles. Executive coaching solutions aim to gear the leaders for their next roles while producing stand out results.

6. 360-degree feedback and development planning

While practicing positive feedback is a method of executive coaching solutions, 360-degree feedback and the development planning managers and peers provide insightful feedback that enhances self-awareness of a leader, identify strengths and targets required development plans. This maybe facilitated by developing a customised 360-feedback process or by optimizing the organization’s existing feedback process.

7. Enhancing high potential performance

The current business environment demands rapid and accelerating change which compels leader to deliver results in the highest possible level. Executive coaching solutions also help the leaders excel and progress in their current roles. The substantial difference in the leadership is brought about through introspection, stakeholder feedback, development planning, ongoing coaching support and progress measurement.

Executive Coaching can be a great solution for HR-based practices and for developing the senior leaders.

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Ethical Guidelines in All Coaching Practices

Coaching is a client based profession with a focus to enrich the life of the client. The relationship established in coaching is a professional relationship (like counseling) which is time framed and with set objectives. Hence, a professional practice such as coaching/counseling has its own code of ethics and is governed by a specific set of guidelines for practice.

Coaching as a professional practice follows certain ethical guidelines which are common for all coaching practices. Further each coaching association or organization may adopt additional code of ethics which may suit their requirement. However, they are additional guidelines and do not intend to override the general code of ethics for coaching practice.

Code of Ethics

Coaching has a clear set of behavioral guidelines which serves as a safeguard for both the coach and the coaches.  The coach as a professional should live his life and practice coaching according to the highest coaching standard. The professional standard comprises of acceptable behavioral guidelines which the coach has to adopt during coaching.

The coach exhibits the following core values of professional standards for coaching. They are: integrity, honesty, transparency, respect, trust, credibility, professionalism, accountability, care and excellence.

The 3 core values which every coach is expected to adhere are:

  • Professional Conduct
  • Professional Relationship
  • Care Management

Professional Conduct

Coaches are to follow the applicable laws, regulations and rules that may affect their coaching practice. They should not enter into any agreement with the client apart from the coaching agreement to defraud or for dishonest gain. They are to conduct themselves according to the highest ethical coaching standards.

  • Coaches should ensure that their behavior is not perceived as inappropriate in terms of physical, sexual, verbal or non-verbal ways.
  • Coaches should be aware of and be sensitive to client’s race, gender-orientation, culture, religious values, disability and diversity.
  • Coaches are required to act in a way that does not bring dishonor to coaching profession.

Coaches should not manipulate with their professional practice by working the clients either in the form of counseling or psychotherapy for the purpose of financial gain or non-monetary support. With a clear understanding regarding the scope of coaching, they should limit their practice with coaching alone and focus on qualifying the client.

Professional Relationship

Coaches should explain to the clients the terms of the contract, costs, and conditions if any before entering into the coaching contract.

Coaches are expected not to prolong the relationship with the client beyond the professional grounds.  The coaching contract should be terminated once the client has fully benefitted from the practice. It is the responsibility of the coach to terminate the contract once the client’s goals has been met.

Coaches are to treat all the information of the client with absolute confidentiality. They may disclose only those information if it is harmful in nature to the client, organization or others.Coaches should terminate the coaching contract if the client desires to do so without persuasion or demanding justification for termination.

Care Management

Coaches should explain the coaching process to the client before entering into contract. The coach should not make any false claims regarding the benefits of coaching. At the same time no misleading information should be provided to the clients to make believe or for buy in.

Coaches should treat the clients equally with respect irrespective of their intellectual ability, gender, job profile, skills and vocabulary.Coaches should provide an explanation of methods, techniques, tools and strategies used in coaching process if requested by the clients

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How to Become a Coach or Guru

With the expansion of business horizons around the globe, leadership development took an all new meaning. More and more businesses now are run by persons who are more globally aware and know the importance of coaching in these circumstances. Professionals like an Executive Coach have become more sought after and for very good reason.

Coaching is a process that enables the client and in the case of an executive coach, the corporate, to achieve the potential that they are capable of. They help in facilitating the self exploration of desires, needs, skills motivations and thoughts of the corporate and business individuals and this helps in creating a long lasting and effective change.

The famous executive coaches of the world are very adept in this process and their association with various companies and their work to bring about a change in the corporate is proof enough of their abilities. Some of these names have had a very long and exclusive relationship with some companies and developed their brands like Michael Gerber with E Myth and Jay Conrad Levinson with Guerrilla Marketing. But many of them have been able to work with their own name and become much searched and sought after like Brian Tracy, Jay Abraham, Michael Port, Brad Sugars, Paul Lemberg, Scott Hallman, Tony Robbins, Jim Symcox and Zig Ziglar just to name a few.

Process of Become Executive Coach

Leadership Development is one of the most important task that and executive coach masters in. It is in fact a process that is divided in to three different phases. The first one deals with identifying the hidden potential and abilities of an individual. When these are identified the individual needs to be introduced to it.

This phase also requires enlightening the person with the possibilities that emerged from such a discovery. And third phase deals with educating and equipping the person with the knowledge and understanding that enables him or her to utilize his or her abilities to bring about a positive change in their life, be it personally or professionally.

This is not an easy task and more often than not it requires the coach to rediscover new techniques and ways to influence the trainees. That is why a successful executive coach has a very lasting impact on the trainees, so much so that some of the renowned coaches are one of the most searched for on the internet even years after their death like Dale Carnegie and Napoleon Hill.

Coaching is a collaborative alliance which establishes and clarifies certain goals and purposes and then drafts out a plan of action to achieve those goals. It also requires an understanding of what is important in a person’s life and what are his or her priorities and most importantly what are their negatives. Negatives are determined to target them and eliminate them by either overcoming the shortcomings or covering them up successfully with other assets that a person has.

All this requires developing a sense of attachment and trust with the trainees and this is something that the greats of coaching like the ones mentioned above have mastered. Their ways and processes alone are enough to give an idea about the manner in which life should be led or a business carried out and any further learning obviously gives more.

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Why Time Management is Important in Workplace

The concept of time management is not very new; in fact it has been around for about a hundred years but in recent years its importance has grown rapidly. People have now started suffering from mismanagement in their lives and complaints about the lack of time have become quite more common than it was earlier. In such a scenario the need to manage time and resources has reached an unprecedented high. Time management has now become a very essential part of any and every soft skill trainings session especially in the corporate sector.

A very interesting thing that people fail to realize is that we don’t actually manage time; time cannot be managed as it is not in our control it moves on irrespective of our work. Then a question arises, what do people learn when they attend such soft skill trainings sessions or time management sessions? The answer is that they learn to manage themselves and their work. Time management is nothing but successfully our work and to successfully manage our work we need to manage ourselves and take control of our lives. This may seem complicated but it is actually quite simple. A little explanation would make you realize.

If we look at our daily routine, how many of us would find that they have been spending their time on many things that they should not be doing. This not only includes things that are not necessary bit also the things that are not of priority. If any work is done that is not on the priority list then it usually takes up the time which is supposed to be used for work that is more important on that list. Now it might sound strange but this is in fact another kind of time and resource wastage. Similarly,

If we analyze how much time do we spend on simple avoidable things like talking on the telephone; we will realize that a lot more productive use of that time can be made. One should remember that facilities and instruments like the telephone is there for our comfort and need primarily, not for the others. So a minimal use of it ensures less of time wastage and more of time for the completion of other tasks at hand.

The second most important thing is the lack of objectives from the day or setting of priorities of the work at hand. What one needs to do is to classify their tasks into four different categories according their importance and urgency. Any work that is important and equally urgent should be the first on that priority list.

Next would be the work that is important but not that urgent, i.e. it still has some time left. Any work that is not that important but is time bound can be delegated to others to be done. And all that work which is not important or urgent should be dumped and no time should be wasted on that. Such little efforts help create a balanced view of the tasks at hand and make it easily manageable. This is the basic idea behind time management and what is taught at the soft skill trainings sessions. 

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Learning Organization

A learning organization is one which promotes a learning environment on a consistent basis. The learning organization encourages collaboration, team learning and facilitates growth. A mentoring program is highly effective in a learning organization. A mentoring partnership can help a learning organization to capture and share learning, create collective learning opportunities, create a collective vision, help the team become adaptive and proactively work to achieve that vision.

It has been observed that embracing mentoring partnerships in the learning organization helps the people to grow at a rapid pace. Learning that happens in an organization can be competency based or people management knowledge both of which are essential for organizational growth and success. For organizations to really grow in the path of success, self-reflection, transparency and openness is essential which a mentee’s learn from the mentoring relationship. However, it is also equivalently important that behavioral changes be found in decision-makers or high level executives so that the potential benefits are derived by employees at all levels. Mentoring is an effective partnership for behavior change in an organization.

Collaboration and team learning is often viewed in single direction traditional approach where the mentor teaches the mentee and is concerned about mentees growth and success. However, contemporary mentoring relationship highly relies on collaborative learning, a learning which facilitates growth for both mentors and mentees in a reciprocal way. As mentors act as role models in a learning organization, they also benefit from self-reflective experience and from learning skills and ideas from the mentee which accelerates their growth and development. The ideas and skills learnt from the mentees challenge their leadership skills and critical thinking skill which facilitates professional growth.

Research has found that mentoring can enhance performance in a learning organization through competency based and people management learning models and mentoring relationships. Initially mentoring programs were implemented in organization to foster human resource development. But the latest trend is that organizations are using mentoring programs to enhance organization’s learning environment.

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ROI In Coaching & Mentoring

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