Humanistic & Positive Psychological Approaches to Coaching

The profession of interest is HR management. It is necessary to identify three concepts of humanistic and positive psychological approaches that would be most effective for coaching in this profession. The HR Manager’s role is based on management, creation, implementation and supervision of policies and regulations, which are considered to be mandatory for all employees in the workplace. The HR Manager should have the proper knowledge to ensure the appropriate application of these policies and regulations. The key concepts of humanistic and positive psychological approaches applicable to HR management coaching include growth-oriented view of the person, holistic view of the person and the practitioner’s qualities. Each of these concepts contributes to successful coaching in the identified profession. Self-actualization is crucial for further professional growth. Warm and positive relationships between the client and the practitioner guarantee positive outcomes in coaching. Human experience allows addressing a wide range of challenges faced by an individual in real life.

The types of clients coaches might encounter in this profession are multiple, including CEOs, executives, managers and subordinates, teams and groups. Each client requires certain type of coaching, such as leadership, career and performance coaching. The culture of this profession is unique as it reflects the major goals of HR management. The HR Manager helps the company to attain its strategic goals, provides effective development of human resources, satisfies the needs of employees, helps employees to maintain high morale and motivation, enureses the proper training and professional development opportunities, improves employees’ capabilities in job performance, and fosters teamwork and collaboration between employees at all organizational levels. This fact means that certain types of clients may requires individual approaches in order to deal with the problems that may occur during coaching. The role of a coach in this profession is critical because employees, managers and other clients need to ensure professional and personal growth. Coaching model should be based on provision of a holistic approach to the process of coaching in the workplace (Stober & Grant, 2010).

In fact, “coaching is a far-reaching practice that can be used for human resource development” (Bartlett, 2007). In HR management, coaching is focused on performance improvement. The knowledge of the principles of coaching allows achieve positive outcomes in the process of organizational change. Coaching has certain impact on organizational culture; therefore, it is possible to  change people’s behaviour through coaching practices, stimulate innovativeness and take the proper actions to increase motivation of employees (Bartlett, 2007). According to researchers, “as with therapy, coaching can only be effective through the establishment of a good working alliance, based on trust and rapport and contained in a contractual relationship” (Smith, 2007, p. 64). The HR Manager should have the proper skills in order to serve the role of a coach. There is a need for selecting the appropriate interventions, such as special techniques and exercises, to help clients in making serious decisions.

Thus, it is necessary to conclude that coaches should recognize the special character of coaching practices in order to ensure that the coaching process allows to integrate the proper skills, expertise and address the needs of clients. In the field of HR management, coaches should have the ability to optimize their coaching interventions based on humanistic and positive psychological approaches. The humanistic approach to coaching is effective as this practice is beneficial to clients who need to increase their self-esteem, maximize human potential and develop positive emotions. Humanistic coaching is based on positive psychology; therefore, the HR manager’s role should be consistent with psychological practices. 

References

Bartlett, J. E. (2007). “Advances in coaching practices: A humanistic approach to coach and client roles,” Journal of Business Research, 60(1): 91-93.

Stober, D. R., & Grant, A. M. (Eds.). (2010). Evidence based coaching handbook: Putting best practices to work for your clients. John Wiley & Sons.

Smith, J. V. (2007). Therapist into coach. New York: McGraw-Hill.

The terms offer and acceptance. (2016, May 17). Retrieved from

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"The terms offer and acceptance." freeessays.club, 17 May 2016.

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freeessays.club (2016) The terms offer and acceptance [Online].
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[Accessed: March 29, 2024]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: March 29, 2024]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: March 29, 2024]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: March 29, 2024]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: March 29, 2024]
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