Should the HR department manage executive coaching?
Most organizations consider executive coaching to be a talent management function and therefore under the umbrella of the human resources group. In general, we agree that many aspects of executive coaching do directly relate to classic HR functions and the HR department should have significant involvement in the introduction and selection of executive coaches. However, the senior management team should take a much deeper interest and active participation in executive coaching selection than they do any other HR function – with the possible exception of compensation distribution. Executive coaching goes right to the heart of organizational performance. It impacts the most valuable asset the business has – its senor management team. Leaving the selection process to HR to sort out all the executive coaching options and to make the final recommendation robs the executive team of overseeing the process and providing the keen insights that are required to set the expectations for the coach’s role, fit, and expectations.
At Oakley Advisors, we strongly recommend that the executive team be involved in very step of the executive coaching selection process, including the consideration of every single executive coach and executive coaching firm. No amount of direction given to the HR team can ensure that an exceptional, perfect fitting coach might not be overlooked by the standards or prerequisites that are often imposed by the HR departments.
Jerry Kleinhaus
Oakley Advisors
Certified Executive Coaching
Cincinnati, Ohio
