QUESTIONS AND EXPERTS' ANSWERS
Dear customers, we invite you to ask, give comments, suggest your ideas, express your interests on what you'd like to know more.
This interactive model gives you the opportunity to address questions to HR consultants and experts from various fields of human resources and discuss with them a wide range of subjects. We will try to answer in the shortest period of time, giving you the right information.
Some answers or questions can be found in texts written in sectionArticles.
Form to send your questions and requests can be found at the bottom of this page. Please write with your name and the name of the company you work for and the position where you are in the indicated fields. Thank you!
WHAT IS OPEN TRAINING?
WHO ARE THE PARTICIPANTS IN AN OPEN TRAINING?
Stevan Todorovic asked: "What is an Open Training? Am I as an individual just as welcome as any legal person is, ie. a representative of a company?"
H.art replies: "Dear Stevan, anyone is welcome to open training sessions organized by H-art team. It is essential that you have the initial motivation for participation in this particular training, and everything else will be taken care of by coaches. Our current practice is to examine your specific needs and those of other participants a few days before training., although the open-ended (prepared in advance without knowing who will be participants) still accommodates a maximum of specific individuals and their companies. In the training the trainer's task is to bring to participants new theory platform, to ensure that each participant practices everythingthat is covered by the training, to give feedback on the quality of trained skills, to assure participants communication as much as possible in order to utilize the knowledge and experience within the group, to motivate each participant to apply the lessons learned and so on. "
How long does the coaching process last?
Who from the company should go to coaching?
Should the coach have experience in the client's field?
Dragan Bocanin, general manager in Tehnoplast asked: ""From colleagues from abroad I heard that coaching is very good for solving problems in a company. How long does the coaching last? Who should go to the coaching from a midsize businesses? Do you think that the couch should be experienced in our branch to be able to help us? "
H.art replies: "Dear Dragan, no wonder you were recommended coaching from colleagues from abroad, given that in many countries the practice of coaching could show its effects greately. And we certainly can talk about the very positive outcomes of our Coaching. As you have already mentioned various kinds of problems can be solved faster and more easily with the coache's help, as we usually say, many goals can be achieved with this approach. How ambitious and complex the goals that are set at the beginning of cooperation of the coach and the clients will determine the duration of the process of coaching, but even more so, the motivation and engagement of the client determines this. In general the number of about a dozen coaching sessions is recommended for the completion of some areas of work, although there are cases when 2-3 of one-hour session do the work, and others when it is obvious that the process will take 20 or 30 sessions. It is important that the client does not create a dependency on coach indefinitely and for all his challenges requires the assistance of coaches, but to develop himself in such a way that in one moment starts to use his new way of thinking and new skills in order to achieve his own goals. Therefore, we can only give you a precise answer to the question concerning the duration of the process after jointly determine what it is that coaching needs to achieve.
As for the couchees themselves (coach's client, the person to coach) from one company , our very positive experience says that it is advisable that not only CEOs ondergo coaching, but at least his first associates (top management) if the subject of coaching is empowerment, improvement of some aspects of business, especially people management and tasks. Our recommendation in this case is to also occasionally do team coaching as well, which is precisely where the management team gathers together to define the purpose / s and how to achieve those goals, and mandates the implementation of agreed steps. This approach and the selection of participants contribute to the team, creates (and later down is carried over to the employees) a culture of constructive communication, problem solving, setting goals and objectives, managing people and so on.
The Coach as opposed to the consultant does not have to have experience in a specific position or client's industry . A coach must be skilled in assisting people in achieving their goals. (The consultant is a person who makes decisions and advises, though it must listen to the client's needs rather than impose anything a priori. On the other hand a coach is there to "draw" everything from the client). Coach's expertise is reflected in the coaching techniques used (listening, asking questions, running through visualization, etc.). But we must be honest and tell ourselves that our considerable experience in working with companies and individuals is important for understanding and working with clients. "