Edition 7 - June 2007Welcome to the 7th Edition of Access News. We hope you enjoy this exciting Edition as we focus on coaching. The months have flown by as we have already reached the middle of the year. At least now we can look back on all that we have achieved and reflect on it! Access HR has evolved again, welcoming Coaching into their HRM solutions. Anna Lane recently become accredited in coaching, and is now able to offer you and your employees to achieve maximum performance. Winter has finally approached us and we hope it brings plenty of much needed rain this year. The next few months will be filled with chilly cold days, followed by warm cozy nights. So don’t forget to keep warm and rug up this winter. We hope you enjoy this Edition of Access News and may it be full of good reading! The Access HR Team | |
Coaching with Access HR
Why have coaching? Access HR has integrated coaching into their organisation to assist clients with their professional development. Often there are perceived gaps within a clients development which needs to be identified and clarified so clients can develop to their fullest potential overcoming barriers that may restrict them from moving beyond where they are in their development and learning process. Often clients are already looking for change, important goals to reach, better fulfillment, better balance wanting to create a transformation, utilizing coaching to achieve its maximum benefit. The coach uses a wide variety of behavioral techniques and methods to assist the client achieve a mutually identifiable set of goals to improve his or her professional performance. Ultimately this will create personal satisfaction whilst improving and enhancing organisational effectiveness within a formally defined coaching agreement.
What is coaching Coaching in contrast to mentoring does not need to have direct experience of your job, and most likely comes from outside of the organization. A coach helps people to improve their individual effectiveness so that they can accomplish specific goals. When a coach coaches an individual client the client is usually wanting to reach a higher level of performance, learning or satisfaction. The client is not seeking emotional healing or relief from psychological pain. The coach supports the client so the client can take action to move towards a goal with the support of the coach. The client has a high level of learning regarding their position and has the ability to take action to progress to the next stage of development. The Relationship in Coaching A coach relates to the client as a partner. A coach does not relate to the client from a position of expert, authority or healer. Relationship is the foundation of coaching. The coach and client intentionally develop a relationship which is characterized by a growing mutual appreciation and respect for each other as individuals. This relationship is not an adjunct to or by product of the coaching. Nor is it based on the client’s position or performance. Honesty and trust are the trademarks of making a relationship work. The client must be upfront on their feelings, what they think and what their abilities are. The client needs to commit to experimenting with new ways of thinking, behaving and operating. The coach and client together choose the focus, format and desired outcomes for their work. The client takes on the ultimate responsibility to create, maintain and action the outcomes. Advice
Advice, opinions, or suggestions are occasionally offered in coaching. Both the client and the coach understand that the client is free to accept or decline what is offered from the coach.
Time Frames Coaching concentrates primarily on the present and future. Coaching does not focus on the past or on the past’s impact on the present. Coaching uses information from the client’s past to clarify where the client is today. It does not depend on resolution of the past to move the client forward.
Ongoing relationship
Coaching is designed to provide clients with greater confidence in their ability and a greater capacity to produce results. In coaching any contribution to the coach from the client assists in producing the client’s desired outcome. The coach’s role does not include producing a contracted product or result outside of the coaching sessions. Clients do not leave coaching with a perception that they need to rely on a coach in order to produce similar results in the future. To find a coach it is important that a client seeks out a coach that has an accredited qualification and that they are a member of the International Coaching Federation of Australasia which ensures a high standard of practice and ethical standards. Find out More
To find more about coaching and how Access HR can assist you with your professional development contact Anna Lane on (03) 9544 1899. Access HR have integrated coaching into their business and are looking forward to working with clients to ensure maximum performance within their organizations. |
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How To Find A Coach
In contrast to mentoring, a coach does not need to have direct experience of your job, and most likely comes from outside of the organization. A coach helps people to improve their individual effectiveness so that they can accomplish specific goals. The Four Steps to Find A Coach:
Work out what it is you want to achieve and the specific development areas you want to focus on. The coach must be able to understand your business and personal objectives, and you need to feel at ease with their style.
Ask for referrals, if a friend or colleague has achieved great results through coaching, ask who their coach was. This way you are not starting out cold.
Once you have a list of potential coaches, interview them. Find out more about them. It is important you ask them to describe their coaching style, and what they feel their unique qualities are and where they believe they could provide the most value. Ask for references, testimonials, case studies and client success stories, and of course you need to know what their fees are and what terms you need to sign up on. Before making a final decision, weigh up the chemistry or ‘fit’. Determine how you feel during a conversation with them, and after. If you are feeling excited and perhaps a bit nervous at the prospect of the potential they could help you realize – you have found the right coach.
Set aside time for coaching. Squeezing them into a busy schedule will not give you maximum benefit from the process. Honesty and Trust are the trademarks of making a relationship work, be upfront on how you feel, what you think and what your abilities are. Commit to experimenting with the new ways of thinking, behaving and operating. |
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Lack of Understanding of Key Skills
· Only 42 percent of companies are addressing their skills and capability needs for the next three to five years · Less than half of companies measure their overall human capital practices on business impact and approximately 25 percent evaluate them by return on investment · Less than 25 percent of companies measure their learning activities by business impact and less than 10 percent by return on investment · Less than 40 percent of organizations incorporate any human capital metrics into their senior leadership’s compensation plans. Source: Closing the Generation Gap, IBM Institute for Business Value Executive Brief; The Capability Within: IBM Global Human Capital Study 2005 |
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TempStar
Access HR believes all our temporary employees contribute and perform extraordinarily and should be recognized for their efforts. It is with great pleasure we announce June 2007 Access HR Tempstar. This award is determined by general work performance, feedback received from clients and the Access HR team. And the winner……. is Alysha Bolding Access HR Tempstar (June 2007)
Alysha recently returned back onto Access HR’s temporary desk, although only for a couple of weeks before flying out to continue her holiday. Within her first day, Alysha was back into her old ways impressing clients with her hands on approach, eagerness and fantastic ability to pick up new things with minimal training. Since late last year, Alysha has been on various temporary assignments providing Access HR with a reliable, punctual and very capable temporary employee to service their clients. With a constant smile, and spring in her step it is a great pleasure to work with Alysha, and on behalf of Access HR I would like to thank her and congratulate her for achieving the Tempstar Award for June 2007. |
