Coaching as a one-on-one development process formally contracted between a coach and a management-level to help achieve goals related to professional development and business performance. Coaching typically centers on helping the client to become more self-aware through the use of action learning methods (Valerio & Lee, 2005). Coaching is focused on developing an individual’s potential to maximize his or her own performance. It is concerned with improving performance and the development of skills is the key to an effective coaching relationship. Coaching is a collaborative relationship which encourages people to know their values and live them while achieving their goals. Effective coaches challenge limiting beliefs and reinforce positive beliefs by providing tasks followed by feedback (NHS Leadership Centre, 2005). …show more content…
One of survey findings showed that respondents felt that it was imperative for line managers to play a significant role in advising and supporting development activity (NHS Leadership Centre, 2005). Their involvement is critical to ensure the effective coaching and positive coaching relationship. According to the Coach Model (Michita R., 2006), the HR business partner and line managers should clarify the needs, setting objectives, design an action plan and carry out the evaluation process. Michita R. Champathes, (2006),"Coaching for performance improvement: the “COACH” model", Development and Learning in Organizations: An International Journal, Vol. 20 Iss 2 pp. 17 - 18 Permanent link to this document: http://dx.doi.org/10.1108/14777280610645886
It can add value to organization through a coaching program. According to above figure, the HR partner can design a coaching program and set the objectives with the line manager to enhance the effectiveness since they both have their