Coaching for HR Professionals
In Human Resources, talent development is often relegated to a crisis model, being called in when there is a serious issue. When the HR professional takes a coaching approach, they can focus on positively building the employee’s strengths rather than critically addressing weaknesses.
In this course, Stacey Zackin shares how to both empower employees, and provide a more rewarding experience for you as a coach. After taking this course you will have gained new insights, attitudes, and tools that will help you more effectively influence positive change, by not only successfully coaching individual colleagues, but also being able to generate a coaching culture throughout your organization.
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.0 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
This activity, has been approved for 1.0 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.
Title: Co-Active Coaching Model 5 Contexts
Module: Coaching Structure
The five contexts of the co-active coaching model are:
Number one Listening. The coach listens for the coachee’s vision, values, commitment, and purpose in their words and demeanor. The coach listens with a heightened purpose and focus that comes from the alliance that was consciously designed with the coachee.
Number two Intuition. The direct knowing of something, unencumbered by one’s thinking mind. Part of the designed alliance of the coaching relationship is tha both the coach and the coachee have given each other permission to speak from their intuition without fear or embarrassment of being wrong or their instinct falling flat.
Number three Forward the Action and Deepen the Learning. Forward the Action means to use coaching skills to move the client to action Deepen the Learning is an ongoing process in which the client increases their understanding, acceptance, appreciation and celebration of who they are, what they want and how they relate to the world. Reflection without action does nothing to initiate achievement, and action without reflection limits ongoing growth and long-term productivity.
Number four Self-Management. The coach’s ability to become invisible in the service of holding the client’s agenda and set aside their own biases, projections, and limiting beliefs.
Number five Curiosity. The client has all the answers, the coach’s job is to ask the right questions without agenda or judgment. The bigger, broader, and more open a coach’s questions are, the more likely the coachee’s answers will specifically address the core issues.
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If Stacey were a Super Hero, she'd be The Status Quo Buster. With 15+ years of experience in human behavior, management, and entertainment, Stacey merges psychology, strategy, and imagination to shift beliefs and behaviors, generate optimism and outcomes, and help individuals and organizations leverage their resources and maximize their potential. A dynamic coach, workshop facilitator...