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Submission: On March 09 via api from US — Scanned from US
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“LET ME CHECK WITH OURCHRO”
* Home
* ourSERVICES
* Non-Profits
* Start Ups
* Small to Mid-Sized Organizations
* Larger Companies
* Private Equity
* Blog
* How to Better Navigate Your Company’s Politics
* Being a Career Sponsor
* Constructive Communication
* Older activity…
* Resources
* Prior Engagements
Contact Us
“LET ME CHECK WITH OURCHRO”
* Home
* ourSERVICES
* Non-Profits
* Start Ups
* Small to Mid-Sized Organizations
* Larger Companies
* Private Equity
* Blog
* How to Better Navigate Your Company’s Politics
* Being a Career Sponsor
* Constructive Communication
* Older activity…
* Resources
* Prior Engagements
Contact Us
BEING A CAREER SPONSOR
4 STEPS TO DELIVERING EFFECTIVE COACHING & FEEDBACK
WHAT OUR FRACTIONAL CHRO APPROACH CAN DO FOR YOU
BEING A CAREER SPONSOR
4 STEPS TO DELIVERING EFFECTIVE COACHING & FEEDBACK
WHAT OUR FRACTIONAL CHRO APPROACH CAN DO FOR YOU
PreviousNext
WHAT OUR FRACTIONAL CHRO APPROACH CAN DO FOR YOU
Many start-ups and small to mid-sized companies attempt to get by without HR,
and that’s not an easy thing to do. Others may have experienced and capable HR
professionals who can effectively manage their tactical day-to-day HR needs, but
lack an experienced C-Suite-level HR executive who can tackle their critical
strategic human capital matters and most challenging employee relations issues.
However, they find it difficult to justify the cost of a full-time C-Suite-level
HR executive to tackle critical strategic human capital matters.
From time-to-time, larger companies need temporary coverage in the absence of a
C-Suite human resources executive, or assistance in vetting CHRO candidates.
They may also benefit from external expertise to supplement their existing HR
team in areas such as organizational design, benefit plan design, career
framework development, employment branding, and executive coaching.
ourCHRO is uniquely positioned to address all of these needs.
First, our fractional CHROs have decades of relevant experience, including
senior executive Human Resources experience at several leading global companies
in multiple industries (including financial services, legal, manufacturing,
healthcare and cannabis).
Second, our accessible approach to pricing makes this level of HR leadership
available to companies at a cost that fits within their budget.
Services are provided:
* at an hourly rate,
* at a monthly rate,
* at a fixed rate for a specific engagement, or
* through a 10-hour retainer package which can be used, as needed, in 15-minute
increments.
Longer-term arrangements are available at discounted rates.
Decades
of relevant experience
75+
corporate
transactions
supported
6
continents
provided
HR leadership
1
accessible
pricing
model
* You can only effectively coach someone with whom you have a sufficient
relationship.
Four Steps to Effective Coaching:
1) Make sure you have a sufficient relationship
2) Coach to weaknesses, which helps to avoid failure
3) Coach to strengths, which leads to success
4) Develop yourself so that you can effectively develop others
With respect to the first step, coaching can only effectively be given and
received when the relationship between the parties is built on trust. Said
another way, a person can only effectively hear the coaching if they believe
that it is being given with their best interests and personal development in
mind. Having a “sufficient” relationship means that when you deliver the
coaching it is perceived by the recipient that you are doing it because you
care about them and their development.
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* In our VUCA (volatile, uncertain, complex, and ambiguous) world, finding time
for strategic thinking can feel elusive. Despite constantly fighting the
pressure of the limited number of hours in the day, exceptional leaders
recognize the importance of finding the time to think strategically. They
understand the value of stepping back to gain a broader perspective, identify
long-term goals, and devise effective plans to achieve them – and they make
the time to do it.
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ourCHRO, LLC
* The manager’s role is often not to make decisions for the team, but to
facilitate the right decision process under the circumstances. It is
important that as a manager you help your team understand different
approaches to decision-making and when it is best to use them.
Options include:
· Majority rule
· Consensus
· Unanimous agreement
· Delegation to designated subgroup
· Leader decides with input from the team
You may use different decision-making processes for different types of
decisions. When making the determination, consider what matters most under
the circumstances. Is it most important that the decision be the best
possible decision, that all team members agree with the decision, or that the
decision be reached promptly?
Once you determine the decision-making approach in a given situation, it is
important to communicate the process to the team. This helps continue the
open communication and trust environment that you will have been working to
create
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* You can keep high performers engaged by giving them the freedom to do things
their own way. Once you point them in the right direction, be there to help
and provide support, but give them a chance to succeed or fail on their own.
Setting objectives for them, not the specifics methods to accomplish those
objectives, will be key to keeping them motivated.
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* Mentoring is different than sponsorship. Mentoring is important, but
sponsorship is a higher level of support – a leader puts their own political
capital on the line to forward the career of another deserving person.
So how do you get a sponsor?
Because a leader has to put their own political capital on the line for
anyone that they choose to sponsor, these sponsor relationships tend to be
beneficial to both parties. Top performers are likely to perform well on
projects and for their team or department. As a result, the employees that
get sponsored tend to be people that their leaders want to work with.
Being a top performer is key first step. Here are some additional steps you
can take.
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ourCHRO, LLC
* As a leader, you are very likely managing a team that has a mix of high and
low performers. Most teams start out that way and you’ll need to manage both
to build an effective team. You can keep high performers engaged by giving
them the freedom to do things their own way. Once you point them in the right
direction, be there to help and provide support, but give them a chance to
succeed or fail on their own. Setting objectives for them, not the specifics
methods to accomplish those objectives, will be key to keeping them
motivated.
Empower your team members who are ready for it to take appropriate risks and
give them stretch assignments whenever you can. You’ll be surprised what
they can accomplish. A word of caution is that when you empower your team
members, you need to be comfortable that they can deliver. You’ll have to
provide them air cover, support them, and own the results with them. Thus,
you need to be careful to only empower team members who are ready, willing
and able to take on that level of responsibility.
It’s just as important that you don’t avoid discussing performance gaps with
underperforming team members. Be sure to take the time to explain your
expectations and develop a picture of success. Coaching, training, and
providing frequent feedback to these employees will give them the best chance
to be a successful team member.
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ourCHRO, LLC
* None of us knows everything and all of us can learn from the experience of
someone else. Find a mentor or become a mentor. Sharing our knowledge and
learning from others can be fulfilling for everyone involved.
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ourCHRO, LLC
* #Coaching is a method of leading, directing, and instructing a person, with
the aim of improving performance or developing specific skills. #Feedback is
the sharing of information on the performance that is expected from and the
performance that was exhibited by an employee. Managers should provide both
on a regular basis.
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ourCHRO, LLC
* The team's manager is not the sole factor in whether a team effectively
communicates, but they are the single largest contributor to establishing the
environment where team members feel safe and can thrive.
Asking for input prior to making decisions that impact a team member is a
great step towards building such an environment.
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ourCHRO, LLC
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