Talent Management Coaching


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Coaching is a key element of Talent Management. This slideshow considers talent management coaching through the sporting metaphor and imagery

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Talent Management Coaching

  2. 2. Corporate Coaching<br />The specific remit of a corporate coach is<br /> to focus on supporting an employee, <br />either as an individual, as part of a team <br />and/or organisation to achieve improved <br />Business performance and operational <br />effectiveness<br /> Association for Coaching<br />2<br />© HRPD Associates 2009<br />
  3. 3. Talent Definitions<br />Talent consists of those individuals who can make a difference to organisational performance, either through their immediate contribution or in the longer-term by demonstrating the highest levels of potential. <br />Talent management is the systematic attraction, identification, development, engagement/ retention and deployment of those individuals who are of particular value to an organisation, either in view of their ‘high potential’ for the future or because they are fulfilling business/operation-critical roles CIPD working definitions<br />3<br />© HRPD Associates 2009<br />
  4. 4. Key Talent Management Processes<br />4<br />© HRPD Associates 2009<br />
  5. 5. Purpose of coaching<br />5<br />Coaching is about making<br />people feel stronger and <br />more capable of doing <br />what needs to be done<br />© HRPD Associates 2009<br />
  6. 6. Coaching in Talent Management<br />6<br /><ul><li>To help define what we mean by “talent” in our organisation
  7. 7. To help assess and identify talent and potential talent
  8. 8. To scout out new talent
  9. 9. To provide on-boarding coaching to maximise successful integration
  10. 10. To coach and develop talent
  11. 11. To coach successors for new roles
  12. 12. To provide career coaching
  13. 13. Helping to create a performance culture</li></ul>© HRPD Associates 2009<br />
  14. 14. Coaching to create a performance culture<br />7<br /><ul><li>Where people are clear about their role, what they are expected to deliver
  15. 15. People are expected to deliver to a high standard
  16. 16. Feel a sense of ownership and responsibility for their performance
  17. 17. Want and receive feedback and recognition to improve their performance
  18. 18. Feel there is sufficient flexibility for them to be innovative
  19. 19. Build a strong sense of team commitment </li></ul>© HRPD Associates 2009<br />
  20. 20. Coaching is about encouragement<br />8<br /><ul><li>Encourage from the french</li></ul>“En-courage,” <br />to make brave<br />© HRPD Associates 2009<br />
  21. 21. Coaching is about<br />9<br /><ul><li> Identifying and recognising the talent and potential
  22. 22. Encouraging their passion for performance
  23. 23. Building their capability
  24. 24. Setting goals and helping them to achieve their aspirations
  25. 25. Releasing the talent value for your organisation</li></ul>© HRPD Associates 2009<br />
  26. 26. So if some of your managers coach talent like this, then maybe you need our help…..<br />
  27. 27. Thanks, hope it’s been useful…<br /><ul><li>Thanks for viewing this introductory slideshow on Coaching in Talent Management
  28. 28. See our Introductory Talent Management slideshow at Talent Management
  29. 29. We have significant experience in the range of Talent Management processes with a focus on coaching
  30. 30. We are based in the UK</li></ul>Contact us at Coaching.uk.com<br /> Email: info@coaching.uk.com<br /> Web: http://www.coaching.uk.com<br />11<br />© HRPD Associates 2009<br />