HRD Coaching
HRD Coaching
HRD Coaching
Coaches
COACHING
Javier LABRADOR MÉNDEZ
Katarina JOBBAGYOVA
Mei HA
Mélanie POUYMAYOU
Ray ISILAR
Uzair AHMAD
OBJECTIVES
o To be able to define COACHING
Informal meetings => advices, guidance or Structured in nature and meetings are
support scheduled on a regular basis
Encourages analysis,
reflection and provokes
thought
RAPPORT TRUST
COLLABORATION
PHASE IV
PHASE III
EVALUATION AND FOLLOW-
THE COACHING CYCLE
UP
o Optimise Resources
o Manage a conflict
Personal and
professional
Career Coaching Conflict Coaching Development
Coaching
• A list of action steps which the client is
committed to and help move the client
What next?
towards their Goal
• A list of Options which should get the
client around all of the Obstacles
Options
• A clear statement of what is happening
at the moment in the terms of the Goal
Reality
• SMART goal
Goal
(Whitmore, 1997)
The GROW model
The GROW model
Example:
Goal- “To give a sound presentation on HRD in two
weeks time”
Reality- “Lack of knowledge in the area”
Obstacles/Options- “Read about HRD”
What is to be done next?- “Go to the library, speak to a
teacher for advice”
ACTIVITY
In pairs, use the GROW model to coach one another
The client thinks of a problem area
The coach help the client to go through the
“Coaching process” by asking open ended questions
o A heterogeneous sector
o No central authority
o No certifications
o No clear boundaries
2) DIFFICULT PERFORMANCE
MEASUREMENT:
o Risks of Manipulation
o Risks of Dependent relationship
o Confidentiality issues: No deontology
o Psychological damage: coaches are not
psychologists
SUMMARY Personal Welfare or
Professional Performance
For everyone
Not a mentor
Process
Feedback & Evaluation
THANK YOU
FOR LISTENING!
Cosmo
Coaches
References