Coaching

Recommended when Training is not enough to solve the particular Problem of an Individual or a small Group

HGS favors Coaching to solve specific Employee Problems in a very focused Fashion.

Whereas a trainer delivers a standardized content to many participants with a common interest, such as product training or leadership training, coaching focuses on solving a specific problem or situation.

A coach will come aboard when the standardized training situation is not enough to cover or solve the particular problem or situation of an individual or a small group.  Areas which typically benefit from coaching are:

  • Career and Transition Planning
  • Performance improvement
  • Leadership issues
  • Team development
  • Team conflicts
  • Quality improvement

All HGS coaches have at least 15 years of professional experience, plus additional education in coaching skills from renowned European or American training centers. On top of this, HGS runs regular train-the-coach and coach-the-coach programs so that we may ensure that we are offering best-in-class service in Europe, Asia and the Americas.

Depending on our customer’s requirements, HGS offers two coaching approaches:

  1. Classical Coaching
    • The coach endorses change, goal achievement and implementation of identified measures by asking questions and encouraging a change of perspective;
    • The coach's role is that of “external assistant”;
    • The classical approach is highly effective and provides long-term sustainability as the will to change comes from the coachee.
  2. Involved Coaching
    • The coach is the process driver and the expert;
    • The trigger for change comes from the coach;
    • The approach is: demonstrate – have them do it – gain trust in the modified process;
    • This is a solution-based and quick approach, but sustainable success will only be achieved if management is involved and committed.

Example 1

Coaching for Executives

Executives, especially those new to the role, often face heretofore unknown challenges. The mission of coaching is to reflect on particular situations and to show ways of tackling them in a trusted environment.

In practical terms some key issues are: finding one's own role, dealing with employees and also with one's own management in the new role. At the personal level the topics are stresses and strains, and the balance between the demands of work and private life. Very often the focus of coaching is on support for the company's top performers in challenging situations.

The executive's own view of the new role will be discussed and further possibilities for approaching the role and tasks will be developed and tested. The focus is on the personality of the coachee and his or her individual concerns. During the sessions the results will be reviewed and the coaching adapted if necessary. In order to make sure that any changes are working for the long term, review discussions will be held at a future date.

Example 2

Coaching in Sales and Customer Contact

Employees in sales and customer contact function as the company's 'business card' and, from their position on the front lines, have a special responsibility for the success of the organization. In this exposed position they often come across stressful situations in inter-personal relations which they must solve in a professional manner.

Working toward goals set by the company, these employees will be accompanied during customer contact and observations will be discussed in confidential interviews. At this point alternative behaviors and improvements will be discussed. Apart from increasing revenue and customer satisfaction, the objective is to overcome critical situations in customer contact. Here the focus is deeper reflection of one's own behavior and personality. This in turn makes stressful situations easier to handle. Results are tested in the coaching situation and then transferred into practice under the watchful eye of the coach.

The end result for companies is increased revenues as well as greater customer satisfaction.

 

 

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