Employee Support: In-House Coaching and How it Works
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Employee support provides in-house coaching for all employees to improve organizational, team, and individual health. The coach acts as a point of contact for advice and trends observed during coaching sessions. Coaching is confidential and focuses on career guidance, team performance, conflict resolution, and leadership. It aims to boost employee engagement, communication, and company performance through solution-focused individual and team sessions. Testimonials show it improves employee satisfaction by providing an outlet to discuss issues without judgment.
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Employee Support: In-House Coaching and How it Works
- 1. Employee Support In-House Coaching and How it Works Holly Mae Haddock Work Psychologist & Coach
- 2. o Definition o Why Have It o How it Works o Methods
- 3. What’s Employee Support? o In-house coaching for all o Point person for organizational, team, & employee health o Advice to management based on trends observed in coaching
- 4. What’s Employee Support? o Informed by counseling psychology o Competence in coaching o “Unconditional positive regard” + accountability o Solution-focused mindset Carl Rogers
- 5. Individuals o Proactive outreach and employee request o Total confidentiality o Coaching, counseling, career guidance, referrals What’s Employee Support?
- 6. Teams o Coaching & Facilitation o Collaboration o Team Performance o Conflict & Communication What’s Employee Support?
- 7. Managers o Team dynamics o Leadership o People topics o Training What’s Employee Support?
- 8. Executives o Trends o Recommendations o Interpretations o Organic change initiatives What’s Employee Support?
- 9. Why? Self-organizing, cross-functional teams require high engagement, communication, collaboration, and creativity to thrive Employee Support boosts team power
- 10. Why have Employee Support? In a competitive market, skilled employees will go to positive, healthy workplaces which treat employees well Employee Support boosts employer brand
- 11. Why have Employee Support? To get the most out of passionate professionals, listen to what they say they need to succeed Employee Support boosts leadership responsiveness
- 12. Why have Employee Support? Healthy organizations outperform companies with toxic environments Employee Support boosts company performance
- 13. How it works 1. Employees talk about engagement “What motivates you?” “What demotivates you? “What gets in the way of your team’s success?” “How would you rate your engagement on a scale of 1 -10?”
- 14. 2. Listen and coach "Have you considered raising this issue with him directly in your next 1X1?” "Can you imagine bringing this up in the next retrospective?” “How does this topic relate to the goal you have of improving your feedback?” How Employee Support Works
- 15. 3. Discuss options: mediation, team coaching, HR intervention “Let’s explore the options available to you.” How Employee Support Works
- 16. 4. If considering team session, meet 1X1 with all involved parties “What is your experience of this topic?” “How does this impact you personally?” “What is your opinion on this?” How Employee Support Works
- 17. 5. If team session advised, partner with HRBPs & Managers “What is the performance history of this team?” “What came up in the last 360 round for this manager?” “What other factors should be considered?" How Employee Support Works
- 18. 6. Conduct session using a collaborative, solution-focused style “What’s said here will stay here” “Let’s work collaboratively to generate solutions to this challenge” How Employee Support Works
- 19. 7. Summary and recommendations to HRBP and manager 8. Aggregate session data, analyze trends, share findings with execs, & recommend how to improve metrics in the bigger picture How Employee Support Works
- 20. Requirements 1. Confidentiality 2. Choice to act belongs to employee 3. Coach integrity & trustworthiness 4. Coach competence in "psyche-whispering”
- 21. Psyche-whispering Mindset 1. Everyone is partly right 2. Prize the shadow 3. Embrace polarities
- 22. 1. Everyone is partly right
- 23. 2. Prize the shadow
- 25. Psyche-whispering Methods 1. Mirror to define 2. Frame choice to re- empower and motivate 3. Collaborate to solve
- 26. 1. Mirror to define
- 27. 2. Frame choice to re-empower and motivate
- 28. 3. Collaborate to solve
- 29. Psychological outcomes o Positive attachment to company o Employees bring full brilliance to bear at work o Teams collaborate well to create astonishing results
- 30. Testimonials "Every time I get asked about my job and how I like it I tell the people that this company has someone like Holly for personal problems, team conflicts and mediation. And this is one of the main reasons why I think this is a great company.” “Through sessions with employees Holly gets a great overview of the overall satisfaction and issues in the company, which I believe can be extremely valuable feedback for executives.”
- 31. Testimonials for employee support "For me Holly's role is a crucial part of HR - people need to know they have someone to talk with or get advice from, who is there for them more than just for the company... I believe all companies of a certain size, with deadline oriented work should consider hiring a role like Holly's.”
- 32. Testimonials for employee support “The general role gives you the impression that the company actually cares about your opinion.” “Holly helped me to explore some work-related issues in a meaningful way. She empowered me to find my own solutions & with her help I was able to make real progress.”
- 33. Testimonials for employee support “That is awesome that once in a while Holly grabs me and I can tell all I want in any way I want. It also gives me the feeling that the company cares. 1 on 1 discussion is far more valuable than a survey.” “I was able to talk about a difficult situation with my manager. I wouldn’t have done this without the invite to the session, but after talking about it, I felt that I should have done this earlier. I have the feeling that she also cares about stuff outside of work, so personal well-being which is not obvious to all managers to take into consideration. I truly have the feeling that the discussions are confidential, which I appreciate.”
- 34. Testimonials for employee support "Holly helped me personally to find strategies and tools to become a better leader. Holly helped our team to discover a fundamental conflict which allowed us to solve it and essentially save the project.” “I see Holly as a mentor and I like to exchange thoughts about team behavior with her. And for personal issues I appreciate that I can talk with and trust her. I always had the feeling that she cares for me and tries to help improve the situation.”
- 35. Testimonials for employee support "For me knowing that there's a person like Holly has extremely high value for my employee satisfaction. I feel that her training makes it easy to openly discuss any issues both private and work-related without being afraid of being judged or seen as a ‘problem' that needs to be solved. During our sessions I received valuable advice and hands-on tools which I'm making use of ever since."
- 36. HR Awards HR Excellence Award 2013, Berlin Category Employee Engagement Best-rated Employer, Kununu, nominated 2014
- 37. Coach serves as guardian of the psyche of the system
- 38. Coach cares for the spirit of the collective
- 39. Contact me! hollymaehaddock@gmail.com Holly Mae Haddock Work Psychologist & Coach
Editor's Notes
- Use a puppet or toy (example, visual aid)
- Show coach & individual
- Show coach meeting with all the other members of the team
- Example – employee comes to me and say, holly, I want to leave my team, Walk them through it Ask for an example from the audience, maybe something you have grappled with – (use chairs to show)
- These are the mindset which come from my background in psychotherapy, but which creates the conditions in which people will tell me what it is that they most want and need, and allows me to make a safe connection with them, at which point I can gently stimulate them to activate and take action in their own intelligence and guidance, which is what CASes need to thrive
- Exercise: think of something that you grapple with. Now imagine what the other person probably grapples with in relation to you (describe what the blind man feels on the other end). Now describe what someone from totally outside the situation would say. Consider what it would mean for you if everyone was right at the same time Everyone is partially right They are 100% right about what they feel/what they experience, so believe them They are also seeing a point of view that no one else can see, so don’t throw it away The importance of this cannot be overstated, because only when you believe and are open to the validity of that point of view will they really open up to you and only then will you really learn. And the belief here is that there is NO point of view which does not matter. Everyone has some piece of the puzzle, and you need each and every piece all together to have a complete picture. Now realistically, you never get a total picture BUT getting many pieces and pictures together is the only way to see the whole. I am still sometimes startled at the difference between what I see above, and what I see down at the bottom!
- Exercise for prizing the shadow: Positive aspects -Think of 10 positive aspects of something that you are suffering with/or you think is bad in the organization -think of what POSITIVE intention this negative thing might be an enchanted version of -think what aspect of this negative thing, if you embraced it homeopathically, would actually do for you This comes straight from psychology and from what I studied, EXA, which owes a lot to Jungian therapy, but which is very effective and healing, which is to understand that symptoms, such as fighting, all the “bad” stuff are basically enchanted versions of good stuff that we would easily recognize as something we want. These aspects of the soul which have been rejected, split off, repressed and thus trapped in the “unwanted” corner can be liberated and transformed through compassionate witnessing. When Beauty falls in love with the Beast in his ugly form, then he is released from the enchantment. For example, behind the unhappy complainer who feels upset all the time that the standard is not what it should be, is a visionary, who has a very sharp and detailed focus and idea about some aspect of life or work that no one else may have the ability to see – So if I reject the complaining, I miss the chance to rehabilitate that aspect (through compassionate witnessing) into different way of expression which will benefit the organization
- Exercise: Think of an issue you are dealing with Identify which polarities are at play – male versus female, authority versus submission, etc. Consider as a mindset shift, what would it look like if I considered that the solution is power and submission both? Additive – not I win, you lose, but what hidden outcome expresses both/honors both Polarity Thinking Like life balance Light and dark Balance of nature This means that there is a sort of back and forth, and that thinking in polarities is helpful, understanding the intimate relationship between polarities, in relationships, etc. It means recognizing both the dualistic nature of the mind & organizations, as well as understanding how to move forward Example of Activity and Rest Polarity thinking: http://www.polaritypartnerships.com/ Another way of saying, embrace, acknowledge, and leverage polarities (centralization vs decentralization, for example) – 2 wings of the same bird When both are prized, allowed, given space, and coordinated, the being can work together, and it means valuing the role of the “negative” even untransformed. So not just, I am happy you are here because I know that if I am kind to you, you will someday transform and then not be so annoying, but more, I understand that the nature of human life involves this division and polarity, you are here because human consciousness is polarized, I accept and value both halves and understand that true progress is when you come to work together. Example from a team: integrate the opposites – Lead Game Designer & Product Lead Or underperformer & better performer, leads to the better performer developing into a stronger leader, and the whole unit is transformed into a new entity/constellation
- The actual hands on things I “do” in a session. They are still a bit fuzzy, so I will try to give you examples! Scenarios for practice!
- Holding up a mirror For a harsh person, hold up a loving & believing mirror, for a narcissistic or oblivious leader, for example, it may be holding up an unflattering mirror And for even a very neutral person, a neutral mirroring is essential, helps people reflect & understand what they are experiencing, what they want, etc. DEMO MIRRORING Describe a problem you have Mirror Practice mirroring with each other a few times
- Exercise: what things could you say that would be re-empowering/empowering to the person A lot of psychological residue from the previous era Hierarchical/people directed like parts in a machine Led to disempowerment, what your opinion was, how you felt, not relevant In knowledge work, complex adaptive systems, counts on life flowing through each point And what you think and feel is enormously important It needs to flow, and it needs to be part of the feedback system So partly means, awakening people, reminding them of their original power More like a brain, less like a machine – multiple points of live feedback, everywhere Making them aware of their choices, their options, their resilience, their capacities, etc People need to be activated, and we cannot afford to behave as though power emanates from a hub outwards and animates the system, rather the system itself is alive in every cell and is coordinated and learns through feedback channels DEMO REEMPOWERMENT
- Yes AND When you allow, accept, follow and play along, the presenting things themselves will guide you to solutions, whereas if you repress, impose, solve it bc of something in yourself, it won’t work Invitation to collaboration – work on it together, in a respectful way Play a game of yes and – (yes, and…improvisation) – do it on paper
- Example – employee comes to me and say, holly, I want to leave my team, Walk them through it Ask for an example from the audience, maybe something you have grappled with – (use chairs to show)