Since I graduated certified ICF coach with MMS I have questions about “what it is the added value for a CHRO to get a coaching certification?”. I will answer this question by giving an input about what are HR missions in a company. According to my perspective, HR function missions are:

  1. Provide the necessary skills, now and in the future, at the right cost to let the company achieve its goals.
  2. Improve continuously employee and HR experience to maximize collaboration and motivation (Embody the company culture)
  3. Watch the company environment, understand the business and design HR policies and rules consistently, control the compliance to those rules
  4. Produce HR analytics consistent with the company’s strategy, environment and perspectives to support shareholders’ decisions and to monitor HR P&L
  5. Contribute to design and implement the optimal organization for the Group

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According to the International Coaching Federation, coaching is “partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential”. So it deals with at least the points 1,2 3 and 5. I am quite sure, digging a little, I could find a link with point 4. So, what is sure is, using coaching questioning techniques, you will:

  • Identify the necessary skills and understand the nessary ouptput to design the appropriate learning and career path and to hire the appropriate team members
  • Understand the employees feedback, ideas and feelings about their HR and their company experiences and coordinate projects and actions to improve it, increasing engagement and motivation
  • Understand the company environment and stakholders’ interest to design the proper HR internal rules.
  • Understand the business and the suitable organization to achieve the company strategy and goals; it will help you to develop the right changement management.

Above all, using coaching techniques with HR stakeholders makes them find and design by themselves the suitable solutions; it saves a lot of time dedicated usually to communication and convicing process. Changes are easier as proposed and understood by key people at an early stage.

In addition I would add that, as HR Director, my main reward has always been people thanking me for supporting their growth and their decision process. So, mastering coaching techniques gives me the ability to do so for my company growth. In other words my goal is partnering with my company key stakholders in a thought-provoking process that inspires them to maximize the human capital.

And you? What synergy do you find between HR and coaching?


Originally posted at

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