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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On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

Cam Greig
Associate Director

Roche

Thank you to LSA Global for their partnership and support in helping us to design and roll-out our valuable management development training program. I personally have partnered with LSA Global at four of my previous companies. It continues to be a delight working with LSA. We look forward to partnering with them at Blackhawk Networks for future training and consulting needs.

Suzanne Kinner
VP Human Resources

Blackhawk Network

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.

Mitch Mandich
CEO

Edify

The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.

Robert Breckner
Firmware Engineering Manager

I’ve partnered with LSA Global at two companies now, and I consider them a valuable and trusted training and consulting resource. They recommended just the right solution to address our management development needs and have wonderful facilitators that match YuMe’s culture and style of our management team. I would highly recommend LSA Global to any company wanting to deliver quality learning solutions with a valuable learning and development partner.

Maya Paul
HR Director

We consider LSA our true business partner in the areas of Learning and Organizational Development. From Strategic Planning to Presentation Skills and Management Training, they continue to provide excellent value and extremely high quality solutions – not just one time events. I recommend them to anyone looking to drive true business results.

Michelle A. Mitchell
Vice President, Worldwide Human Resources

For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!

Elizabeth Siebert
Director, Organizational Excellence & Development

Intuit

LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.

Judith Onton
Vice President Human Resources

LSA’s customized Effective Presentation Skills program has helped me elevate my presentation skills to the next level. I now have a much greater self-awareness of my presentation skills and can leverage off of my strengths while working to improve upon other areas. I would definitely recommend this solution to anyone for whom business presentations are an integral part of their job.

Jim Elliott
Senior Marketing Manager

Samsung

Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.

Gina Fulton
Vice President of Human Resources

We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.

Ivan Fukumoto
Senior HR Manager - Staffing, Training, & Development

Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

Farhat Ali
President and Chief Executive Office

Fujitsu

LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.

Sandeep Kumar
Director, Software Engineering, EPG

We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.

Rae Phillips
HR Project Manager - Training & Development, PHR

LSA provided top notch solutions right when and how we needed them. They exceeded my expectations from a speed, quality, and cost standpoint. I recommend them to anyone looking for a true business partner in the Learning and Development arena. The breadth and depth of their expertise has helped us hit tight deadlines across multiple projects.

Fortune 500 Financial Services Company
Director of Infrastructure & Technology

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