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Dołączył: 14 Mar 2011
Posty: 24
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Skąd: England
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 Wysłany: Pią 10:40, 25 Mar 2011 Temat postu: Air Max 2011 Shoes Senior Executives' Discuss |
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Madelon: Why do you see coaching as an important tool in the development and future of your organization?
Jane:
“The toughest part of developing coaching skills is trying to find the time to do it - because it is an investment of time,[link widoczny dla zalogowanych], and having the faith that it will pay off in the end. We’re in a fast paced environment – no matter how committed everyone is. We’ve got to step back and realize it’s really good in the long term, and take the time to do it. There’s also a piece of ego or challenge, too. It’s hard to hold yourself back from saying, ’I have the answer and I’m going to share that with you.’ Really stepping back and coaching it out of someone else can be a challenge, yet rewarding too. Also there is the sincerity of it. It can be very difficult to not push someone to get the answer you want to get out of them – because you’re in a hurry, you have the answer in your mind and you want to get to it. Teaching people to become coaches along the way is a process.”
Madelon Miles was moderator of this stellar line-up of panelists including: Luchus Smith, vice president, human resources - Universal Studios; Jane Cruz, senior vice president, human resources - Hot Topic; Beverly Thelander, senior vice president, strategic planning and operations – AECOM; Kathleen Gaines, assistant director, administration, Getty Conservation Institute; and Sherri Nadeau, senior vice president, human resources, Savvis Communications Corp.
In a candid panel discussion,[link widoczny dla zalogowanych], attendees of the Professional Coaches and Mentors Association annual conference (“Conversations that Transform the Future”) heard "insiders" talk about why coaching works in their organizations, and how they use coaching.
Madelon: What’s the toughest part of developing coaching skills within your organization?
Madelon: What do you see is the future of coaching within organizations?
We invite you to see what these senior HR and line managers have learned and use their wisdom to guide you as you consider those who many need coaching in your organization and what to look for and consider.
Luchus:
“Smaller companies are more nimble and entrepreneurial in spirit and are growing rapidly and have access now to technology that only larger companies had before. Retaining assets that can,[link widoczny dla zalogowanych], quite frankly, be stolen very easily by these smaller competitors, is most importantly, people. And this goes back to the culture
Kathleen:
“The fiercest conversations are actually a lot of little conversations. And there’s actually a very important step that comes before that allows you to have those little conversations, and it’s about expectations. It’s about establishing the behaviors that are appropriate within our work environment. It’s about talking with your group about how you’re going to work together.”
Beverly:
“I firmly believe coaching is the best investment a company can make in developing an individual. Given that most companies will indicate that people are their most important asset, it becomes critically imperative for any company. It is one of the best, most effective ways to affect change. Modifying behavior ‘on the margin’ leads to stronger individual performance and results. And I say, ‘on the margin’ because one cannot change an individual, but you can use coaching to create greater appreciation for others. Having a culture exposed to coaching creates a performance driven environment, which is critical for development and for retention.”
Madelon: How do you coach your managers to have challenging conversations and be successful in them?
Speaking to a room of 250 external coaches who probably impact at least 2,500 California organizations, here are brief excerpts of questions asked and insights given. To read the full article please visit
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