Within two Coaching Sessions, the HR Manager found that handling difficult conversations was most important for her. Also, driving the cultural change in the company was another significant topic. When we started to clarify her coaching goal, she came up with various topics. Prioritizing these topics helped to find the most essential ones.
On top of the above, the HR Manager recognized that her main topics had been interdependent to each other.
Coaching Results:
- Clearly recognizing the topics which needed to be addressed in difficult conversations
- Supporting the CEO decision-making more effectively by preparing clear proposals
- Allowing employees to experience a new comfort zone, thus they are okay with changes
- Higher awareness of actual employee situation and seeing possible solutions for some topics
For the HR Manager, it was interesting to see that the topic of dealing with difficult conversations was the most critical topic for her. The topic was mentioned incidentally while finding all the topics she had to deal with. It proved to be highly beneficial for her to devote time to thoroughly examine the issues that presented challenges.
Challenges the HR Manager was facing before the coaching about difficult conversations:
- Stubbornness about cultural change within the company
- Not being automatically involved in important human resource-related topics
- Hard to deal with difficult conversations and their outcome
- Not seeing her work recognized for its worth.
The HR Manager stated that the most bothersome topics are to drive cultural change, as no one likes to leave their comfort zone. Handling of difficult conversations to solve conflicting situations was another very critical topic.
The two coaching sessions had been face to face, while they could have been done remotely (e.g., over the phone) as well.
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