A talent coach is exactly what the name represents – they are highly specialized coaches that make your diamonds in the rough live up to their full potential, and truly shine. Not every coach can be a talent coach, it requires a really masterful hand of guidance and a very well trained eye for what their client needs to flourish.
Talent coaches can make or break a star, and in industries where a leader can define the success story of a generation, a talent coach can basically name their own price at all times.
Now that we know what a talent coach does, the main question is are you up to the task of becoming one?
Are you good at talent management?
Have you noticed that friends and family come to you for advice when they want to improve themselves, when they are polishing their skills?
If yes, then you are!
Do you think that an organization can improve from your skills?
Then, talent coaching can be an amazing profession for you.
Today hiring and retaining talent has become a challenge for organizations. Many organizations have started folding in services of talent coaches to their way of doing things, so they can help their employees grow, and in turn keep them around longer. Talent coaches sometime also supplements the efforts of Hiring managers.
What does a talent coach do (in an organisation)?
A talent coach drives the talent management process in any organization. This includes bringing in talent, to keeping and harnessing it. We will discuss this process in detail, in the latter part of this article.
A talent coach ensures that an organization hires top talent. This work sometimes includes leadership coaches as well. As the name suggests, talent coaches develop and nurture talent in employees. This leads to creating an effective workforce. The prime aim of a talent coach is to take the organization to the next level. They do so by directing the pool of talent on the right path.
A talent coach is a prime person who drives the talent management process. The coach ensures that each employee enjoys personalized attention. In this way, each individual can contribute his/her best to the growth of the organization.
I know that many questions may be jumping in your mind right now:
What is the need for a talent coach for a company which already has an HR?
What are the prime responsibilities of such a coach?
How does the talent coach drive the talent management process?
Why would any organization hire a talent coach?
Don’t worry! You will get the answers to these and many more questions you have. Stay tuned!
Why do organizations need a talent coach?
Hiring and retaining top talent has become difficult for an organization nowadays. Employees with good skills demand a high package.
A company may provide the employee with a good salary. Still, the employee may switch on getting a better offer.
Also, after hiring, it is difficult to decide whether the employee’s potentials are being used to the most. Only when the employee gets a good environment and freedom to speak, ideas evolve. For any company to grow, it is important that the employees get the right environment. This ensures that their collaboration with the company continues.
Employee performance and engagement is another critical factor for efficient talent management.
In short, the talent management process involves:
- Hiring talent
- Providing a conducive environment to keep top talent
- Utilizing talent for the organization’s growth by giving more opportunities
- Developing talent through motivation and constructive feedback
An organization may have a responsible person to drive the talent management process. But this may not be enough. Hence the need for a coach arises.
A talent coach first understands the goals and aspirations of the organization. The coach then works with the HR managers to fill the pool of talent and create the best workforce.
Thereafter, the coach motivates and drives the employees to give their best. He/she makes this happens by boosting engagement and giving constructive feedback.
The coach drives the entire cycle of talent management for an organization. This boosts the revenue and reputation of the organization.
Any medium-size organization that wants to speed up the path of growth will hire a talent coach.
Talent coaching is gaining popularity. Reason? A talent coach can drive the entire process of talent management. A good coach will include the services of all the other coaches mention above in the process. This means that hiring a talent coach has the benefits of three other coaches too.
Let’s understand in-depth about how can a talent coach benefit any organization.
A Talent coach drives the entire processes of talent management!
The talent coach is the prime person who drives the talent management process. Let’s have a deeper look at what a talent management process involves:
Identifying the organization’s goals
The very first step of a talent coach is to identify the goals of an organization. Then he/she identifies the skills needed to achieve the goals.
Attracting and sourcing talent
The main job of a talent coach is to attract the best talent from the market. The coach knows how crucial is marketing for business. The coach leverages his/her contacts and marketing skills to hire top talent. The coach looks for the best sources in the market to hire the best talent.
Talent coaches along with the hiring managers drive the process of recruitment. The coach supplements HR’s efforts to recruit talented people in a smooth way.
Training and development
The talent coach builds solid training plans. The coach couples the training sessions with the necessary materials and resources. This aims to make the employees ready to achieve organizational goals.
Talent management does not only involves hiring the best talent but also keeping it. There are various factors on which talent retention depends. This includes:
- Job security
- Attractive package
- Growth opportunities
- Culture etc.
Talent coaches ensure that the collaboration of talented employees continues. This is only possible by keeping them satisfied.
Talent coaches conduct periodic assessments with managers. This ensures that the employees are competent in their domains. This also helps in identifying which employees fit for promotion and continuation.
Succession planning includes the replacement of the people within the organization. People with top talent deserve to be in higher positions. Coaches discuss the replacement with managers so that the team can use talent in the best way.
A talent coach reduces talent gap
The talent gap refers to the lack of skilled employees within an organization. The coach employs the following strategies to reduce the talent gap.
A talent coach develops a culture of talent development
The culture of any organization influences the norms and behavior. This has an impact on shared values and team spirit. The coach ensures that the company has a conducive culture. It must help in sustaining, keeping and growing talent.
Act as the role model
A talent coach acts as a role model for the rest of the employees. The coach practices what he/she teaches. An ideal coach is open for discussions and embraces openness.
Build sustainable business processes
The talent coach along with other senior-level employees builds sustainable processes. This helps the employees to climb the career ladder. This also helps the employees to build a sensible relationship with the organization.
Teach the employees to see problems as opportunities
Talent coaches coach the client to see the problems as opportunities. This helps the clients to deal with difficult situations and hone their skills. Learning to deal with stress is good for both the employees and the organization.
A talent coach helps in developing the talent management method
A good coach knows that in order to encourage and retain the best talent, you need to have a structure in place that fosters growth, so talent coaches plan and execute the talent management method.
This involves the following steps:
Planning and acquiring talent
- The coach know the exact type of talent to focus on.
- The coach then define competence about the organization’s goals.
- The coach then define metrics on which they measure competency level.
- The coach then perform talent audits via interviews, questionnaires, etc.
- The coach then recruit the best talent. They do this by highlighting the perks of working with the organization
- After hiring, talent coaches develop talents through conducting effective training sessions.
- Such coaches play a great role in performance management. They do this by setting goals, giving reviews and measuring performance through feedback.
- The coach then coach and mentor the employee to boost their confidence level. This ensures better productivity.
- Talent coaches plan for incentives to the employees so that they stay with the company. This may include long vacations on performing well etc.
- Such coaches provide advance opportunities to deserving employees so that the employees grow. This is another method through which the the coach retains the employes.
- Such coaches ensure that there are flexible working arrangements. This way the employees feel content and happy.
Boost the performance of the employees
A talent coach boosts the performance of the employees. This includes setting goals, monitoring, enhancing capacity, evaluating and rewarding performance.
Talent coaches help to boost the performance of the employees in the following ways:
- Drive the employees towards better standards of performance
- Support the employees to identify key skills and knowledge to perform well.
- Motivating employees by creative reward process
- Providing a clear two-way communication channel between the employees and management.
- Identifying the barriers and overcoming them through proper monitoring, training, and development.
- Increasing the self-esteem of the employees.
- Differentiating between good and poor performers
- Facilitating organizational changes and improving administrative actions.
Boosting engagement within the employees is another effective technique of talent management. Only when there is continuous employee engagement, productivity can enhance. This increases talent propagation.
There are three categories of employee engagement:
Such employees work with great passion. They are active contributors to the success of the organization. They are consistent high-level performers.
The talent coach rewards such employees so that others can get inspired. The coach takes their help to engage others also actively in the company’s processes.
These employees are not only unhappy but they also exhibit their unhappiness. This leads to contributing negative energy in the environment. They undermine the achievements of other employees and keep on criticizing every process.
The talent coach guides such clients to bring transformation in their behavior. These coaches analyze what will drive such employees to get engaged.
Sometimes it can be rewarding or incentives. The coach motivates such employees by giving them creative opportunities. This challenges them to showcase their best skills.
Such employees lack passion. Most of the employees belong to this category. They will concentrate on the task rather than the vision of the organization.
The coach helps such employees to realize the bigger picture. The coach connects the client’s daily routine with the visions of the organization. The coach makes the employee realize the value of the initiative of the organization.
A talent coach must ensure that each coachee gets personalized feedback. This feedback must include the following questions:
- Why there is a need to improve the employee’s performance?
- What areas does the employee need to improve?
- How should the employee improve?
There are many benefits to a feedback system.
- Need for any change in the employee becomes evident
- It boosts communication in the organization
- Drives training and ensures the client’s satisfaction. This brings the organization closer to its goals.
- Proper feedback gives better career development to the employees
The best feedback system for a talent coach is the 360-degree feedback system. It provides feedback by collecting information from a variety of sources. This is unlike the traditional feedback system. In the latter, feedback comes only from the immediate supervisor.
The 360-degree feedback system has become popular in the USA today. Many 500 fortune companies are using the feedback system in one or the other form.
Five questions that a talent coach can ask:
For a talent coach, it is important to choose an organization that is a good fit. Understanding the goals and needs of the organization is the most important part. To choose the right organization as your client, there are a few questions that you must ask.
These questions will help you to understand the needs of the organization. This way you can determine whether it is a good fit for you.
What are the aspirations and measurable goals of the organization?
Focus on what does the organization aspires to achieve.
What are the critical needs?
What are the vision and mission?
What are the prime objectives?
What process does the organization follow to come closer to those objectives?
Identify measurable goals. Specific goals help to build a measurable action plan. The metrics will help you to keep track of what you are doing. One example can be an unwanted turnover. Maybe losing a star employee may make it unlikely for the company to achieve its aspirations.
What is the prime focus of the organization?
Does the organization want to hire the best talent and create a solid team?
Does the organization lack in managing the existing talent? Is this where the client wants the help of a talent coach?
Does retaining the existing good employees getting difficult for the organization? Is the company’s environment being a hurdle? Is the administration the root cause?
Talent management is a long process. You must give priority to those steps where you feel that the organization needs your help the most. As a talent coach, your coaching techniques will revolve around talent orientation. Only the steps would differ.
Who are the competitors of the company?
The competitors may also be looking for the best talent in the same market and domain. It is important that you are able to outperform the company’s competitors and attract the top talent.
Employee branding, better selection, better retention becomes crucial here. A talent coach may not be direct involvement in setting the company’s image. The coach can suggest steps to the company. The steps will have an indirect effect on the talent pool creation.
What does the organisation lack?
Does the organization have exiting structures to attract and keep talent?
Is the company lacking in many capabilities?
Does marketing need to get better?
Is the HR capable enough to get the most out of the existing population?
Are there other capabilities that the organization a whole, need to improve upon?
A talent coach must keep an eye on the existing strengths and weaknesses of the organization. Along with this, the coach must put all the efforts to enhance the weak points and uphold the strong ones.
How would the company like to track performance and improvement?
Your way and the company’s way of measuring performance may not be the same. It is important to give the results in the words of the company. Thus, you must clear what does the words result, goal accomplishment etc. means for the company.
There are ways that you can offer the company to choose for performance tracking. One of the most common ways is maintaining a talent management dashboard. Such a dashboard provides an overview of the KPIs and displays the changes over time.
Tips for effective talent coaching
Talent coaching is one of the most comprehensive coaching niches. It will take a lot of effort and time in the beginning to bring the final outcomes. Tips below will assure that the final outcomes are worthy enough of the time and effort.
- A talent coach must identify the company’s pain points. Thereafter he/she must orient the coaching techniques around them.
- A talent coach must also understand the organization’s future business strategies
- A talent coach must identify the talent gaps and needs to drive the business. Thus, along with the top leaders, the talent coach must design the gap plan. The coach must put effort into minimizing the talent gap.
- A talent coach supervises the main authorities on accurate hiring and promotion decisions.
- The coach must focus on important elements for the succession of talent management.
- A talent coach must come up with innovative techniques for talent development. These must aim at enhancing the performance.
- A talent coach may build a proper communications system. The coach must boost the engagement of the employees.
- The coach must measure the impact before and after the implementation of the action plan.
- The talent coach must design the reward and recognition policy.
- A talent coach must supervise the training and development programs. This must aim to enhance performance.
Dos and Dont’s
|Adopt a single language across the organization||Don’t neglect the organization’s goals|
|Establish a conducive working environment where an employee can develop talent||Don’t lose focus|
|Empower the employees to own the process||Don’t be afraid the give feedback and develop the talent of the employees|
|Connect the employes and build trust||Don’t over organize|
|Come up with new ideas and install them as per the business needs||Don’t neglect the past approaches and organization’s history|
|Welcome fresh new talent||Don’t underestimate the past and senior employees|
|Spread the information about mission, visions, and objectives of the company||Don’t spread rumors about unwanted things|
|Appreciate the employees on successful completion of tasks||Don’t encourage overconfidence in employees. Always list the scope for improvement so that the employee can get better.|
Talent coaching has become important for organizations today. Only the best talent makes the best team. The best team produces the best results. Thus you see, all starts with hiring, managing and retaining the top talent.
Companies are also realizing the need for effective talent management. This is the reason that they are looking for talent coaches. Such a talent coach acts as the catalyst in their talent management process.
If you are aspiring to become a talent coach, it is the right time for you. There is less competition in this niche at present. You can mark a solid presence of you start today.
I hear you asking HOW?
Here are a few inspiring coaching quotes that will help you!
If you need any help, I am always beside you!
Are you ready to become a Talent Coach?
Yes, you are…of course, you are. So why are you waiting?
This is my webinar:
Because of the demand for the webinar, the seats will be filling up very fast, so please make sure that you register as early as possible. I don’t want you to miss out on it because you were lazy.
I will see you on the other side :).