The 6 Step HR Handbook for Implementing Manager Coaching

HR Handbook for Implementing Manager Coaching

HR Handbook for Implementing Manager Coaching
Wouldn’t it be great to have an HR handbook for implementing manager coaching?  While we are loathe to assign management or leadership responsibilities to HR, it can certainly be HR’s duty to help create some consistency and process to ensure coaching conversations are used to effectively engage and develop employees.

The 6 Step HR Handbook for Implementing Manager Coaching
Use this six step HR handbook for implementing manager coaching and to make coaching a part of your employee development program.

1. Set Clear Expectations
Be upfront about the goal and expectations of manager coaching. Communicate that coaching from managers will be a standard part of your talent development strategy in order to grow and nurture employees for high performance.

2. Educate Managers On Their Role
Managers play a crucial role in the success of this initiative — no surprise there. Educate them on the role they should play in coaching sessions and long-term employee development. Arm them with resources to help them succeed in their role.

3. Create Structure And Templates
As HR, it’s your responsibility to create guidelines and structure around manager coaching sessions. Are there different types of coaching conversations managers should have with employees (e.g., developmental, behavioral)? Provide a set of guidelines and templates they can follow to maximize each type of session.

4. Set A Frequency For Coaching Sessions
How often should your managers be expected to coach employees? Research shows that employees were more likely to be engaged when they received coaching from their manager once a month. As coaching sessions became less frequent, the likeliness of employee disengagement went up.

5. Encourage 2-Way Conversation
Too often, managers construe coaching as, “I talk; you listen.” In reality, it must consist of two-way conversation where each participant engages in active listening. In order to coach effectively, managers need to understand where employees are coming from, what obstacles stand in the way of their development, and what motivates and drives their performance.

6. Track, Monitor, And Measure Progress
Our research shows when manager coaching is an integral part of an organization’s talent development strategy, engagement and performance improve. Monitor manager coaching sessions to make sure they stay on track and in line with your goals as a business. Measure the success of coaching by benchmarking and tracking improvement on employee performance, team engagement, and your organization’s business results.

The Bottom Line
85% of hostile employees don’t receive enough coaching from their boss.  When management coaching works, it develops a culture of empathy and trust ready to handle both the good and bad times.  Invest in developing your top talent with an HR Handbook for Implementing Manager Coaching.

If you like this 6 Step HR Handbook for Implementing Manager Coaching, download The Top Coaching Mistakes – Is What You Learned All Wrong?

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Human Resources Business Partner

Intuit

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Director, Organizational Excellence & Development

Intuit

I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.

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Director, Team Development

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Vice President of Human Resources

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HR Program Manager

Rambus

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Fortune 500 Financial Services Company
Director of Infrastructure & Technology

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Senior Marketing Manager

Samsung

The Managing Virtual Teams program was extremely valuable. Your consultant/ facilitator’s fundamental knowledge of Synopsys as a company provided an incredible base to build upon while tackling the complications of managing and working with globally distributed teams. My team walked away walked away with highly useful practices and tools. It was an excellent use of our time.

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Vice President, Information Technology

LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.

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CEO

Edify

We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.

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Human Resources Manager

We have worked with LSA Global for our learning and development needs and have always had great success. They helped us recently with customized Management Workshops that we held for the second time. It was fantastic, and I would highly recommend LSA to anyone that is attempting to get immediate and impactful improvements.

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HR Manager, BU Radiology Informatics

I continue to be impressed by the level of leadership development and management expertise and quality of advice and facilitation that LSA has to offer. What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent.

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Director, HR Business Partner

I have worked with LSA Global at previous companies and welcomed the opportunity to bring them in to support my new organization. We worked closely with LSA to design a solution for our Client Partner Teams and Management Training on both coasts. LSA designed a customized solution for our business and organizational culture. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner that makes an impact.

Laurie Torres
Chief People Officer

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