Coaching: A Competency for Executives

Just the other day, I had a conversation with an executive of a 300 employee organization. His biggest challenge: the performance management systems/process seemed punitive. After asking him more about it and later engaging the human resources professional in the conversation, we determined that the process / system they had was transactional.

Employees would go in with the question:

• "Is my job safe?"
• "Will my manager have anything positive to say about me?"
• "Will my manager demonstrate that s/he even knows who I am, what I value and what my career aspirations are?"

While I continue to support clients in the further development of their performance management process, what I find organizations are missing most often is the competence to coach. As a result, and in the interests of our client organizations working on succession planning, retention and so much more - we find their need to get in touch with the maintenance factors in their workforce are mission critical.

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