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Excutive Coaching A guide for the HR Professional - Valerio A.M.

Valerio A.M., Robert J.L. Excutive Coaching A guide for the HR Professional - John Wiley & Sons, 2005. - 241 p.
Download (direct link): executivecoachingaguideforthehr2005.pdf
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1. Since the establishment of trust is so important to a coaching relationship, specifically what do you do in order to establish trust with a new client?
What to look for in a response:
• Appreciates the importance of trust
• Has a sense of what he or she needs to do to build a safe relationship
• Recognizes the need to establish a relationship with all stakeholders and knows how to proceed
2. Describe to me one of your most successful coaching engagements.
Executive Coaching. Copyright © 2005 by John Wiley & Sons, Inc. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com
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160 Executive Coaching
What to look for in a response:
• How was success measured?
• Who did what to make it succeed?
• Was credit shared?
3. Tell me about a time when you had a very challenging coaching assignment. What did you find most difficult about the assignment? What happened at the conclusion of the engagement?
What to look for in a response:
• Shared responsibility (cause and cure)
• How was the client’s anger dealt with?
• How did the coach handle the pressure?
4. Describe what you would consider to be an unsuccessful coaching engagement. What did you learn from it? What would you do differently?
What to look for in a response:
• Were there learnings?
5. Describe the process you follow when you have a new client. What are the steps from the beginning to the middle and the end of the coaching engagement?
What to look for in a response:
• Is there a clear process?
Executive Coaching. Copyright © 2005 by John Wiley & Sons, Inc. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com
Questions for an Interview with a Prospective Coach 161
• Is there flexibility in the process?
• Possible alternatives?
6. With what assessment instruments are you familiar? In what assessments are you certified?
What to look for in a response:
• How much does the coach rely primarily on assessments?
7. What other types of information do you like to obtain on a client?
What to look for in a response:
• Is there mention of observations in meetings, telephone calls, emails, and other written communications?
8. What do you include in an action plan?
What to look for in a response:
• How specific is it?
• What is the link to the business strategy?
• Are there long-term and short-term goals?
• How actionable are the items?
9. What are the company and industry experiences that will contribute to the success of this coaching assignment?
Executive Coaching. Copyright © 2005 by John Wiley & Sons, Inc. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com
162 Executive Coaching
What to look for in a response:
• How relevant are the other experiences?
10. What do you do to ensure the confidentiality between you and the client?
What to look for in a response:
• Are clear expectations set with all stakeholders at the start of the engagement?
11. How do you provide progress reports to the HR professional and the client’s supervisor?
What to look for in a response:
• How does progress track with goals?
• How frequently are reports made?
12. Under what circumstances will you refuse to take a case? What to look for in a response:
• Client not motivated
• Client set up for failure
13. Under what circumstances will you halt an ongoing case? What to look for in a response:
• Client not motivated
Executive Coaching. Copyright © 2005 by John Wiley & Sons, Inc. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com
Agenda Items for an Initial Discussion Among HR Professional, Client, Boss, and Coach
Be sure there is clarity on the answers to the following questions, at a minimum, in your initial meeting with the client, boss, and coach.
• What is the overall business strategy for the business unit?
• What are the results required over the course of the next year for the business unit?
• How do the goals of the coaching assignment fit into the business strategy?
• In what ways can the client improve his or her own performance? The performance of the team? The performance of the business unit?
• How will success be measured?
• What information about the coaching assignment is to be shared? With whom? At what intervals?
Executive Coaching. Copyright © 2005 by John Wiley & Sons, Inc. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com
163
164 Executive Coaching
• How often and to whom are progress reports given?
• What are the procedures for scheduling coaching sessions?
• What are the procedures for changing appointments? How are cancellations to be handled?
Executive Coaching. Copyright © 2005 by John Wiley & Sons, Inc. Reproduced by
permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com
Previous << 1 .. 34 35 36 37 38 39 < 40 > 41 42 43 44 45 46 .. 59 >> Next