goal of coaching is to find ways to reenergize this person within
the context of the position,” she added.
The anticipation of change can also lead to coaching. “A little
while ago I started working with staff at a consumer packaged
goods company as they geared up for a major reorganization,” said
Flatt. “They had to fundamentally change the way the business
was operating, which meant the leaders had to change.”
Or, an organization may employ development coaching to prepare
leaders for their next step. “Perhaps they’ve moved or are
about to move from middle management to senior management
and they need support on what the role looks like and what behaviours
they need to be displaying in this new role,” said Burych.
Companies also hire coaches to take people from great to
greater. In a company where things are running smoothly, an
organization might bring in coaches – particularly for senior executives
– to take performance to the next level. Or those tapped
for future leadership roles might be coached to prepare them.
“Part of business results means you’ve got strong leaders in the
pipeline to run the business tomorrow,” said Burych.
At Cadillac Fairview, there are many triggers for coaching opportunities,
including business objectives, general development, new
processes or tools, new projects or assignments, a change in responsibilities
or a result that needs to be improved. “With any of those
triggers, a manager can ask, ‘What is the new critical behaviour required
for success?’ Then coach that behaviour in,” said Klein.
ENGAGEMENT BOOST
Coached employees may feel more confident about what’s expected
of them and more empowered to make smart decisions.
“Not only is the coachee receiving support to continuously
improve their performance and, consequently, business results,
coaching tells them that their manager cares about them and
their development,” said Klein. “When we look at the parts of
the organization where we do regularly coach well, all things being
equal, those areas also tend to have higher engagement.”
“It’s not that the workplace has changed, but the individuals
have changed,” said Burych. And this is turn creates teams who
are much more likely to work well together and produce greater
results.
“Coaching can transform leaders and entire organizations,”
said Flatt. “If I was in HR right now, I’d be putting coaching in
because I want to make sure that I’ve got a culture and environment
where people can succeed, be more self aware, be better
leaders and create more engagement.”
While coaching is only one tool in an HR professional’s development
toolkit, it can be an important ingredient for success. “In
terms of leadership and driving results, coaching is all about unlocking
new potential,” said Klein. “And you’re leaving something
on the table if you’re not finding ways to help your staff tap into
their full potential.” ■
cover feature
develop and implement policies and procedures to
the workplace. CREVAWC can help with training that
training to prepare everyone in your workplace to
Domestic Violence is
a workplace issue.
Learn how to:
Recognize, Respond
and Refer.
Education and training
for workplaces.
Community experts provide support to help you deal with
violence in the workplace. The training options are:
Did you know?
Domestic violence costs workplaces in Canada more than $7 billion per year as a result of work time, reduced productivity, increased accidents, and employee turnover.
■
■ 54% of victims of domestic violence miss three or more days of work a month.
■ 25% of employee’s report they have worked with someone they knew was a victim of
domestic violence.
Are you prepared?
■ The creation of safe and supportive workplaces is in everyone’s best interest and everyone
has a role to play.
■ Ontario employers now have an obligation under the Ontario Occupational Health and
violence in their workplaces.
Safety Act to address domestic violence in their workplaces.
We can help!
Many work places struggle as they try to develop and implement policies and procedures to
prevent and address domestic violence in the workplace. CREVAWC can help with training is customized to employer and employee needs.
intensive workshop for a team with the designated
domestic violence in your workplace. This training
Make It Our Business
Make It Our Business
problem solving skills.
is an hour long session designed to give all
as well as directions for further self-directed study.
Did you know?
Domestic violence costs workplaces in Canada
more than $7 billion per year as a result of lost
work time, reduced productivity,
increased accidents, and employee turnover.
Did you know?
Domestic violence costs workplaces in Canada more than $7 billion per year as a result of lost
work time, reduced productivity,■
increased accidents, and employee turnover.
■ 54% of victims of domestic violence miss three or more days of work a month.
Did you know?
Domestic violence costs workplaces in Canada more than $7 billion per year as a result of lost
work time, reduced productivity, increased accidents, and employee turnover.
■ 25% of employee’s report they have worked with someone they knew was a victim of
domestic violence.
Are you prepared?
■
■ The creation of safe and supportive workplaces is in everyone’s best interest and everyone
■ 54% of victims of domestic violence miss three or more days of work a month.
has a role to play.
T. 519.661.2111 x87486 www.makeitourbusiness.com
■ Ontario employers now have an obligation under the Ontario Occupational Health and
■ 25% of employee’s report they have worked with someone they knew was a victim of
Safety Act to address domestic violence in their workplaces.
■
■ 54% of victims of domestic violence miss three or more days of work a month.
■ 25% of employee’s report they have worked with someone they knew was a victim of
domestic violence.
Are you prepared?
■ The creation of safe and supportive workplaces is in everyone’s best interest and everyone
22 ❚ JANUARY 2015 ❚ HR PROFESSIONAL
