Manager Coaching as a Key HR Priority

Just because someone works in HR doesn't automatically mean they are a coach. It takes time to develop and build those muscles. But what I've seen throughout my career is that managers, in particular look to HR for coaching, so to have those skills within your HR framework can become vitally important for your organization and supports the happiness and growth of the people who work on your team.

Being a manager is challenging, and it comes with a full suite of responsibilities. And a good manager doesn't just focus on the work. They focus on the people doing the work and the individual needs of those people. That's what makes people want to stay on your team. That’s what builds a strong company culture. Coaching inherently flows from that type of management.

• How do a best structure learning and development?

• How do I encourage while also providing constructive feedback?

• How to a mediate two individuals on my team with conflicting personalities?

• How to do I help someone shift into a different role that is better suited for them?

 These are just a sample of the types of questions managers may face. HR is often brought into the picture to help facilitate these discussions. But you know what's better than swooping in last minute? Continuous coaching. Let’s practice and anticipate the moment well before it arrives.

 HR can serve as a leader in helping build out programing that supports managers and their ability to effectively lead their teams. Scenario-based coaching provides awesome feedback opportunities amongst peers and ensures that managers across the organization are managing in similar ways.

 Everyone has their own style, but the more you infuse your company values into the way your managers lead, the more impact they can have. The marketing team should have a similar management experience as the tech team. Their roles are widely different, but core philosophies of managing within your company should hold true across teams and departments.

Think about the impact that even quarterly management training can have. Over time it can help you build a truly thriving culture within your organization. Leadership sets the foundation. And that foundation needs to be strong and continuously upheld. And then it trickles down from there to management and then to individual contributors.