Organizational Coaching

What is organizational coaching?

Search engines can provide a variety of answers.

I have defined by this the coaching service that the HR Department offers to the employees with the aim of:

• Contribute to personal well-being in the workplace;
• Strengthen people’s resilience;
• Support the employees in dealing with critical situations (e.g., conflict with the boss/colleagues or functional;
• Contribute to the improvement of the individual’s role performance.

How does the organizational coaching service work?

The Human Resources Department entrusts a coach with the responsibility of managing the service and individual coaching sessions.

The coaching service can be organized as follows:

• the coach reserves a weekly slot for the client (2 hours or more, varying with the size of the corporate population and the company’s goals) through a calendar;
• the weekly space is divided into sessions lasting 30-45 minutes, which can vary with the needs;
• the employee who is interested logs into the calendar and books his session (no more than one session per week);
• during the session, the coach keeps notes of key emerging information from the session, to be used during any following sessions;
• the HR Department does not have access to the calendar and names of people who have booked a coaching session.

Regularly the Resources Department will receive a report containing the following information:

• Gender
• No information about the identity of people attending coaching sessions;
• Professional or supervisor
• Corporate Function
• The topic of the sessions, which may be for example:
  • Personal development
  • Career development
  • Individual strengths/areas for improvement
  • People management
  • Relationship with boss
  • Issues related to organizational functioning
  • Client management
  • Other

How to employ the resulting information?

The information can be employed by HR Department and top management for different purposes:

• Gaining useful information concerning people’s involvement and sharing the company’s vision;
• Consistently design training programs;
• Identifying opportunities to design individual coaching programs for high-potential people;
• Designing specific initiatives aimed at corporate welfare.