Articles

Companies for obvious reasons require capital to continue to operate. The term capital used to mean money literally invested in the company. However, modern management is demonstrating that for a company to stay profitable and continue to grow, it much ensure that it develops and grows its intangible assets. One of these assets is human capital, or the employees which have the ability to perform complex tasks requiring mental ability. Companies rarely use the term labor anymore as most modern operations do not require physical heavy labor from its employee pool.

The performance of each and every member of a company must be continuously assessed and corrected through tools such as performance reviews, three sixty degree feedback, psychological tests and behavioral assessments. When these tools reveal deficiencies and imperfections in the labor force, a business coach should be hired to step in and take corrective action to develop the workforce.

When it comes to hiring a business coach, an organization must evaluate all contenders on three parameters. First, one must check for references from previous organizations that have utilized the coach's services in the past. Positive references confirm the ability of the coach to lead personal development efforts.

Secondly, it's important to revise the actual alignment of the coach's way of thought, in regards to the organization mode. Every business has it's own style of leadership. Unless the coach can distinguish their own business' brand in comparison to the competition, they won't be able to plan growth situations through coaching.

Finally, the prospective coach or trainer must demonstrate top notch communication skills. Senior administrative staff and executives are typically very busy and do not have time to waste. Therefore, it is critical for the coach to communicate effectively, efficiently, and develop mechanisms for feedback regarding the program.

Jeannene Tedesco and similar accredited coaches have earned their reputation by demonstrating mastery of the subject of executive coaching for professionals. She and others with similar credentials should be able to provide references for clients they have worked with in the past, as well as account for their years of experience in the field developing and honing their body of work and knowledge. Such experts are commonly referred to as experts in human capital.