HR Directors who have benefitted from executive level coaching have written the following short case studies.
Executive Director of Human Resources at Newcastle University
HR Directors can sometimes be like 'Cobbler's Children', so busy working on the development of their organisation and its employees that they leave little time to develop themselves. I found coaching particularly helpful at a time when I needed to stand back and think about HR strategy for the University. Coaching is not a soft option, my coach challenged how I was thinking and also helped me consider whether I was operating in the most effective way. To get the most out of coaching you need to trust the individual you are working with, be open to different ways of thinking and put significant effort into achieving the objectives you agree with your coach.
Director of Human Resources, Teesside University
I have had the benefit of a coach at two key stages of my HR career and each time my coach used various techniques to help me to think through my approach to a new role and more clearly articulate the challenges and opportunities I was facing. My coaches have certainly encouraged me to reflect on my own practice at work particularly when I was internally promoted and needed to think carefully about where to focus my energies. Coaching can be very beneficial but you need to be prepared to put time and effort into making it work for you.