Webcast:
How many high potentials in your organization don’t receive the benefits of executive coaching? How can you provide them—and all your deserving, motivated talent—with these benefits without breaking the bank? If HR could help individuals coach themselves, think of the payoff to the organization in fully engaged and continuously developing talent! This webcast equips HR and leaders to provide self-coaching guidance to those below the C-suite who would like to elevate their performance. Even in a demanding business environment, where HR budgets continue to shrink, cost need not be a barrier to helping your talent find their and your organization’s competitive edge. You’ll leave with insights and practical guidance to help your talent move beyond intention to sustained behavior change.
Don’t miss these webcast takeaways:
- How HR and leaders can encourage and facilitate self-coaching for high-potential employees who aren’t in line for company-sponsored executive coaching
- Help talent determine whether or not they are self-coachable
- Understand the seven-step process that self-coachees can follow to reach their professional goals
- Ensure that the three pre-conditions for self-coaching success are in place
- Help self-coachees uncover and debunk the “stories” that have been keeping them from reaching their goal
- Identify a guide and circle of support to accompany the self-coachee on his or her journey
- Use specialized tools to gather and analyze feedback, create an action plan, and assess progress
- Help self-coachees get back on track if they derail
Webcast on Demand
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Presenters
Howard M. Guttman is principal of Guttman Development Strategies, Inc.(GDS), a management consulting firm founded in 1989 that specializes in executive coaching; building horizontal, high-performance teams; strategic and organizational alignment; and management development training. GDS has been ranked as a top Leadership Development consulting firm by Leadership Excellence magazine, which also named Mr. Guttman to its list of “Excellence 100 Top Thought Leaders.” GDS’s clients include Bloomberg LP; Colgate-Palmolive; John Hancock; Johnson & Johnson; L’Oréal USA; Mars, Inc.; Novartis; Pfizer; and Walmart.
Mr. Guttman holds an M.S. from Case Western Reserve University's School of Applied Social Sciences, and he has been an adjunct professor at the Graduate School of Management of Rutgers University and at Fairleigh Dickinson University’s Graduate School of Psychology.
Mr. Guttman is the author of Great Business Teams: Cracking the Code for Standout Performance, named one of the Top Business Books of 2008 by Soundview Executive Book Summaries, as well as the author of When Goliaths Clash: Managing Executive Conflict to Build a More Dynamic Organization, and Coach Yourself to Win: 7 Steps to Breakthrough Performance on the Job and in Your Life.Additionally, Mr. Guttman has contributed numerous articles and textbook chapters to publications worldwide such as The Washington Post and U.S. News and World Report.
Very nice presentation, and looking forward to picking up the book. I've seen several organizations start taking steps towards this in two ways. Generally as HR leverages resources within the business to drive compliance and performance. Specifically, a greater dedication of both internal and external resources to coaching and leadership, scaling through delegation deeper in the organization. Really like the individual accountability here - thanks so much.
My prior comment was intended for the prior webcast: "Immediately Improve Quality of Hire with Online Reference Checking"
Bryan, great point about false negatives. Determining high potentials definitely starts at the recruitment step, and is only honed in during employee development. Thanks for sharing!
Seen similar systems in action, and have found it to be very helpful. It does take a more discriminating approach on the part of the recruiter, requiring that information that could be potentially considered negative be more thoughtfully reviewed. Without this approach, there is a risk of missing out on good talent due to "false negatives."