Release 12

HR Best Practice : “ Coaching one to one The CIDS – Based Modal”

After discussing CIDS – interviewing in the last two releases, new let us see the next logical step : coaching one to one based on the results of CIDS interview. Coaching is very much in demand now as human capital is hot and its importance is soaring.

Coaching is an important part of top grading practice because CIDS – interviewing can enable us to dramatically improve coaching of new and old persons. The CIDS interview helps you naturally to acquire super coach abilities. We will also briefly discuss the related topics such as : can people change? What competencies are amenable to change? Why do and don’t people change ? What are the necessary psychological steps that enable change for the better.

Coaching : “ Coaching is a one to one dialogue in which a coach helps a person understand himself / herself ( his / her strength, weak points, needs etc. ) and build commitment to improve performance.” So coaching helps unlock someone’s poetical.

Coaching comprises the following four components : -
Counseling : To help someone improve self-awareness and change points of view.
Mentoring : Sharing advice to help someone become more savvy in matters of organization culture, networking and career planning.
Teaching : Instructing someone in orders to improve expertise.
Confronting : Addressing non-performance to help somebody either achieve performance goods or accept the necessary redeployment.

Coaching means all above. So someone who is skilled in all the above is not so common.

The Challenge of coaching

The of the managers are not good coaches. It is observed that 75 % of employees rate their managers only fair or poor as coaches. So majority of managers need to improve their coaching skills.
Coaching Deficiencies :
1. Inaccessibility of the coach.
2. More results oriented than people oriented
3. Too impatient
4. Hypercritical of subordinates
5. Stingy with praise
6. Unconcerned with peoples career at listening .
7. Late and or shallow in performance reviews.

Coaching turbo – boosts talent, so the manager doesn’t have to fight fires. With an empathetic, supporting and trusting partnership with the coaches, the coach is the team can be coached to become better at problem soling decision making and team building skills. The non-coach stifles his people through non-attention Creating and suffering from a group passive, dependant low morale people.

The super coach initially teaches a lot then empowering more and eventually coaches less. He is the talent magnet. A player run to him / her to realize their full potential. The coach enables people to develop faster and thus get sooner bigger and better jobs. They are the net provider of talent to other parts of the fully develop leaders.

Coaches coaching skills are so good that he / she rarely has to fire someone. Chronic players thank the coach for sincere coaching to find another job.

Many managers experience a death spiral. There is no coach, so they micro manage which fails to grow people . So they micro mange more driving away A players and so on. As for those inspirations more humane qualities, forget ! No time there is no time.

Let us now think of CIDS – based coaching. It’s a head start for coaching since you know the candidate so well. The coaching is then most effective and least expensive. You will be on your way to build a team of A players since A player are so easily coachable. The whole thing accelerates.

Characteristics of a super coach :
1. A partrer
2. Promotes Autonomy
3. Positive
4. Trustworthy
5. Caring
6. Patient
7. Results – Oriented
8. Perceptive
9. Authoritative
10. Active Listener

If such super human qualities are required no wonder many managers are lacking is them.

Can People Change ?

You can bet that people will change only when they already have demonstrated an ability to improve in a particular competency that is when they have already changed. Coaching need not be acrimonious but to be effective it must be hard hitting and very straightforward.
Out of 50 management competencies ( Which have been already discussed earlier ) some are relatively easy to change some are harder and still some are very difficult to change ( Which are hard wired ingrained) In general motivational competencies energy, Ambition, enthusiasm & tenacity – are very difficult to change and take longer time and a lot of practice. Other competencies are more easily fixable.

To change people we must use negative motivation positive motivation and coaching ( development avenues ) simultaneity. When a manager perceives all there three together.

Why people don’t change on their Own?

This think “its impossible “
They have blind spots
They possess normal defeuse mechanisms
Some possess neurotic need not to change.

Psychological steps in changing people :

1. Awareness :- A need is felt / generated for changing.
2. Acceptance :- Willingness is generated changing.
3. Commitment :- Responsibility is owned
4. Program for :-The program of specific activities by the coaches
Development
5. Reinforcement :-Feed back negative motivation positive motivation & development avenues are made available.
6. Monitoring Progress :-The coaches is willing to measure his / her progress.
7. Conclusion :- The coachee is pleased by fixing the problem or feels lifelong effort is repaired, if necessary. Celebrate !

In all the above 7 steps, the coachee is in change and not the coach.

Now tell me if coaching is magical ?

Article by: Prof. Khambete