July 27, 2010 – Martyn Melvin – Personnel Today – London, UK
HR professionals are frequently being asked by senior management colleagues to source an executive coach or a selection of suitably vetted coaches from which they can choose, says Martyn Melvin, executive coach at consultancy Purple House.
This is great news for HR, because in the past directors will have often gone out and chosen their own coach and perhaps none too scientifically at that. Being involved in the selection process also reinforces the role that HR should play in the development of talent management in the organisation and gives them a greater opportunity to raise the standards of coaching.
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When we select a coach, whose perspectives provides more reliable, validated and fair evaluation of the effectiveness of the coach – the coach selection interviewing panel, the coach supervisor or the coachee himself/herself?
Whose experience of the gift of coaching is more relevant – the interviewing panel or the coach supervisor ‘disassociation experience’ or the coachee’s ‘associated experience’ with the coach that matters most?
So whose opinions/feedbacks carries the higher weightage in the evaluation of a potential coach – the selection panel, coach supervisor, or the coachee himself/herself?
Billy C H Teoh
Malaysia.