Duration: 1 hour
Coaching skills have become a must-have for many managers and HR professionals who are called on to coach formally and informally on a day-to-day basis. As coaching becomes more common within organizations, the interest in broadening its impact by creating coaching cultures is on the rise. This session addresses both tactical and strategic aspects of these trends by presenting skills and best practices of coaching for any internal leader and an overview of how the use of coaching on the front lines can be one component in a broader effort to build a coaching culture.
At the conclusion of this webinar participants will be able to:
- Understand the definition and goals of internal coaching in the organizational context
- Understand the current state of coaching in organizations, including:
- the increase recognition of coaching as a management competency
- the role of coaching in the work of HR professionals
- levels of coaching use in organizations, from ad hoc to cultural
- Understand best practices in coaching, including:
- grounding the coaching process in a robust framework (e.g., CCL’s RACSR Framework)
- using inquiry to prompt reflection, challenge thinking, and promote growth
- practicing and applying proven coaching skills
- Understand what other resources exist to support the development of coaching skills, including training programs, readings, and websites
Target Audience: Line Leaders/People Managers and HR Professionals in Organizations
Beth Gullette is an executive coach and former senior faculty member at the Center for Creative Leadership, where she worked with a range of leaders across diverse industries. A licensed psychologist by training, Beth spent seven years prior to her corporate work managing large-scale research initiatives at Duke University Medical Center. She then spent several years at a pharmaceutical consulting firm where she created and led the learning and development function, provided individual and team coaching, and sat on the operating committee. Beth's key successes in this increasingly complex role included the creation of a corporate university, implementation of technology-enhanced learning systems, development of talent management and succession planning systems, and other strategic initiatives. Beth works collaboratively with clients to clarify and achieve high-impact goals, both personal and professional.