Talent Management Coaching
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The document discusses the role of corporate coaching in talent management, emphasizing how coaches support individual and team performance to improve organizational effectiveness. It outlines key processes in talent management and the importance of identifying, developing, and retaining high-potential employees. The coaching approach focuses on fostering a performance culture by encouraging accountability, goal setting, and talent recognition.
Talent Management Coaching
- 1. TALENT MANAGEMENT & CORPORATE COACHING
- 2. Corporate CoachingThe specific remit of a corporate coach is to focus on supporting an employee, either as an individual, as part of a team and/or organisation to achieve improved Business performance and operational effectiveness Association for Coaching2© HRPD Associates 2009
- 3. Talent DefinitionsTalent 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. 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 definitions3© HRPD Associates 2009
- 4. Key Talent Management Processes4© HRPD Associates 2009
- 5. Purpose of coaching5Coaching is about makingpeople feel stronger and more capable of doing what needs to be done© HRPD Associates 2009
- 6. Coaching in Talent Management6To help define what we mean by “talent” in our organisation
- 7. To help assess and identify talent and potential talent
- 8. To scout out new talent
- 9. To provide on-boarding coaching to maximise successful integration
- 10. To coach and develop talent
- 11. To coach successors for new roles
- 12. To provide career coaching
- 13. Helping to create a performance culture© HRPD Associates 2009
- 14. Coaching to create a performance culture7Where people are clear about their role, what they are expected to deliver
- 15. People are expected to deliver to a high standard
- 16. Feel a sense of ownership and responsibility for their performance
- 17. Want and receive feedback and recognition to improve their performance
- 18. Feel there is sufficient flexibility for them to be innovative
- 19. Build a strong sense of team commitment © HRPD Associates 2009
- 20. Coaching is about encouragement8Encourage from the french“En-courage,” to make brave© HRPD Associates 2009
- 21. Coaching is about9 Identifying and recognising the talent and potential
- 22. Encouraging their passion for performance
- 24. Setting goals and helping them to achieve their aspirations
- 25. Releasing the talent value for your organisation© HRPD Associates 2009
- 26. So if some of your managers coach talent like this, then maybe you need our help…..
- 27. Thanks, hope it’s been useful…Thanks for viewing this introductory slideshow on Coaching in Talent Management
- 28. See our Introductory Talent Management slideshow at Talent Management
- 29. We have significant experience in the range of Talent Management processes with a focus on coaching
- 30. We are based in the UKContact us at Coaching.uk.com Email: info@coaching.uk.com Web: http://www.coaching.uk.com11© HRPD Associates 2009