How HR Leaders Can Help Executives to Frame Coaching Goals
Mike Horne, Ph.D.
Helping leaders foster trust, integrity, and emotional intelligence to drive meaningful change
In my experience, many executives are often too busy reacting to issues and putting out fires, or trying to push their businesses forward through tactical solutions. And, they aren't taking the time to step back and ask critical questions. Questions such as: What is our purpose? How do we create an atmosphere of collaboration within teams? How can we design our teams for effectiveness?
Coaching has become essential for executives to enhance their skills and achieve their professional objectives. As a Human Resources or People and Culture professional, you understand the importance of setting achievable coaching goals but might not know how to help your organization’s key decision-makers.
My article today overviews the six best questions HR leaders can ask executives and help them to determine their professional coaching goals and improve personal and organizational performance.
What are your professional aspirations?
Professional aspirations are the critical drivers for executives in their career development. Identifying their professional aspirations helps them frame their professional coaching goals, allowing them to achieve them. The primary focus should be on the end objective, which could be financial, fame, social impact, or a particular job title.
What skills do you need to achieve your professional aspirations?
Every job position requires a different set of skills to fulfill responsibilities efficiently. Identifying the skills executives need to achieve their professional aspirations is critical in their coaching journey. Handpick the specific areas of focus that are essential for success.
What are your highlights and lowlights?
It’s always essential to be aware of your strengths and weaknesses in the professional arena. Knowing these critical points and how to leverage their strengths and overcome their shortcomings allows executives to improve their decision-making, overcome obstacles and develop their leadership potential.
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Where do you see yourself in the future?
Executives are always setting their sights on what they want to achieve in the short and long term. This question helps them visualize where they see themselves in the future and identify the different opportunities that could help them get there. Dialogues and discussions with their coaches can help them understand how to leverage these opportunities for maximum benefit and identify any potential barriers.
What would you like your legacy to be?
Every leader wants to leave a footprint in their industry. Executives must determine their desired impact on the company, community, and industry and define their legacy. Identifying a potential legacy helps with developing long-term objectives and guides future coaching efforts.
What are the organization’s goals?
The executive must understand how their goals align with the organization’s objectives. This question helps them evaluate their performance against the organizational goals and specify the most appropriate coaching actions required to support the company’s success.
As Human Resources or People and Culture professionals, you recognize the importance of setting achievable coaching goals and helping your organization’s leaders reach new heights in their careers.
Coaching is a powerful tool to enhance executive competencies and achieve professional aspirations. The six questions discussed in this article give you an insight into the best practices for identifying appropriate coaching goals for executives. By answering these questions and taking action, executives can achieve long-term success and make valuable contributions to your company’s bottom line.
What can HR leaders do to help executives make the most of their team's potential??
Be A Cool Human ? Fractional CMO & Marketing Automation Expert ? Certified Performance Coach ? Helping Independent Advisors & RIAs Create More Efficient and Scalable Practices ? Podcast Host
1 年Great post, Mike! I totally agree that executives often get caught up in reacting to issues and need help in setting coaching goals. Your article's six questions provide a practical framework for HR leaders to guide executives. Identifying professional aspirations, necessary skills, strengths and weaknesses, future vision, desired legacy, and alignment with organizational goals are key areas to focus on. By addressing these questions, HR professionals can empower executives to achieve their potential and drive organizational success. Thanks for sharing these valuable insights on coaching goals for executives!
Training Sellers to Master LinkedIn & Sales Navigator to Close More Deals ? Mod Girl? + Luminetics Founder ? I've Spent the Last 18 Years Obsessing Over Digital Marketing & Sales ? Midwest → West Coast ? Nomad
1 年This is great, the 6 questions you share in your newsletter are a great starting point for us all.
Consultant: PMO and Project Management | Sales | Operations | Training | Smartsheet Solutions I Semiconductor | Renewables | Manufacturing | Field Service | PMP | MBA | West Point Grad | Army Vet | Bald Guy ??
1 年Insightful piece! Your six guiding questions serve as a powerful roadmap for HR leaders to help executives refine their goals and improve both personal and organizational performance. At the heart of this lies effective communication and understanding - a testament to the power of coaching in fostering an atmosphere of collaboration and understanding. As we help shape the future of our organizations, let's strive to keep these critical conversations ongoing.
Internet Marketing Strategist
1 年A good and timely read. It's too easy to get distracted by the minutiae of a job, and forget to focus on the "deep" things that matter and build culture.
Mentoring digital product leaders and their teams to excel: Leadership Development + Change Management + Strategy Implementation | COO Exec Coach | 4x Author | Facilitator | Speaker | Host | Former Apple | Tennis Nut
1 年Mike, I like the coaching questions you provide to help others get more engagement and creativity from their colleagues. What holds managers (all, not just HR) back from asking questions like these more regularly in your experience? My top 3 observations of what causes a lag in the adoption and regular use of tools like this: - The questions aren't taught to managers as they are promoted or evaluated. - Urgent matters squeeze out time and energy on developmental activities/initiatives - The application is not systematized or tracked. What would you say are your top 3?