• Coaching skills key HR skill

Key HR Skill – 5 letters

You probably guessed it, the one keyword stated some 40 times in the CIPD HR professional competency framework is the ability to ‘coach’.  That makes coaching skills pretty key in my view.

‘It’s up to me’ she said. ‘I really want to progress – it’s just I’m the most senior HR person in my organisation and there is nobody around for me to learn from – in a professional sense’ Sarah (not her real name) reflected as we sipped our green tea in a cool hotel lounge on a hot day.

Sarah is like many mid – senior level HR professionals. She’d studied HR after her degree and now has over 10 years experience under her belt. Her manager worked in finance and sales. They work well together. It’s just that her boss is looking for support from Sarah on people management issues & guidance on leadership themes. Her managers’ own experience and background means she can offer lots of personal development support around business skills and much less so on some of the finer points of what it takes to grow professionally in other aspects of HR including the finesse of her coaching skills.

Whilst encouraging and enabling others professional development, Sarah’s own somehow slipped to the bottom of the list. Her boss hadn’t particularly noticed as their joint attention was on everyone else and getting things done.

Rather than picking up on the chocolate cakes on offer we pick up the CIPD (Chartered Institute of Personnel and Development Professional Standards Map. Rich in words. No calories!

As we munch our way through the framework (you can pick up your own copy here) one word blinks at us. It’s listed 40 times. Without a doubt, coaching skills are a key ingredient in the professional mix. There’s also another phrase in there sandwiched between the lines ‘takes personal responsibility for own development’.

We nibble away at the various ways Sarah could opt to further develop her coaching skills.   Books, courses, programs or something else. For Sarah it’s easy. She chooses personal coaching on her HR related topics – she’d get a kind of 2 for 1 solution. She’d learn new coaching tools and techniques by experiencing them first hand as well as find answers to her HR challenges and dilemmas together with someone who deeply understood her context. We agreed on a reflective 15 minutes at the end of each coaching session to turn back and focus on exactly had just happened. What was the process exactly? What did the coach specifically do or say? In what ways did that experience impact the coachee? Sarah is equipped to immediately try out the approaches for herself.

If learning by doing is a learning style that works for you – maybe personal coaching together with someone who knows the art and craft of the HR profession could be your cup of tea.

Who knows what you’ll be able to role model up, down and side ways as a result.  This approach may provide the ‘how’ to do just that and make a significant impact on others to boot.

By | 2017-07-05T09:42:43+00:00 July 4th, 2017|Uncategorized|0 Comments

About the Author:

Shirley is a Fellow of the CIPD and certified coaching supervisor. Shirley is passionate about the continuous development and coaching capacity of HR professionals, Leaders and Change Enablers - taking care of their own resilience & wellbeing in a dynamic world

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