As the year begins to come to a close and we look at what has been accomplished, many organizations are still doing "annual reviews". However, managing today's workforce in a way that empowers them, has them see their contribution and provides coaching on areas where they can improve, is what most employees are looking for. Today's workforce wants to be in a place where they feel they gain the most benefit and are recognized for their contribution. Hence, we see the high level of "job hopping" in today's workforce.
This is why many organizations are investing in developing a coaching culture and training their managers how to effectively coach employees in timely ways. Let's face it - those of us in the old days HATED to have to do the annual review for our employees. In all the years I have coached, I still hear the dread at facing this task. So learning to coach in the long run saves time and creates higher value with increased employee retention and contribution.
We hear more and more that many organizations are making the investment to train mangers and business leaders on appropriate coaching skills and tools. This is not another fad. As many of you know having worked with Source Point Training - coaching has been around now for over 25 years. It is no longer for executives in the C Suite or those who end up in the land of "poor performers".
Business leaders and HR/TM/L&D professionals cannot expect managers and leaders to successfully use coaching skills without adequate training and time to practice those skills. It takes between three to six months to become comfortable with using coaching skills.
High-quality (and accredited) coach-specific training, like Source Point Training's Fundamentals and Mastery of Performance Coaching, should be immersive and include opportunities for on-the-job learning.
It should emphasize practical application and self-exploration. Managers/leaders and HR/TM/L&D practitioners who currently do not use coaching skills often desire to learn and use them. Overall, more than four in five (82%) respondents to a recent survey conducted through the ICF on creating a coaching culture showed that managers who do not currently use coaching skills indicated that they would consider being trained.
Trends that drive demand for coaching. Business respondents cited in recent ICF survey that:
"Changing workplace environments means that more empathic leadership, shifting values regarding lifestyle, application of whole brain vs. left brain thinking, a move toward total transparency and greater use of smart technology will be necessary."
"It's empowering and enabling people to bring out their potential using powerful questioning and effective listening. Professional coaching will grow and each employee will have a coach. It's a growing area which can't be ignored."
"In the next three to five years, coaching will be a required skill/competency for managers/leaders. Technology will be in place to monitor/measure a leader's coaching ability."
"As more employees work remotely, coaching will be that much more important to ensure that remote workers feel well-connected and still have opportunities to build skills and move up within a company."
"Impending retirements will create increased on-boarding needs for leaders coming into the organization as well as faster promotions through leadership ranks. I plan to institutionalize leader transition coaching starting now to set foundations for this to be part of how we do business in the coming years, as the needs will likely increase."
Source Point Training recommends:
- Invest in an accredited coach training organization that is recognized by professional coaching associations. Our training is highly rated by both ICF and the Association of Coaching International.
- Survey your management team to learn how coach training would support them to increase productivity and employee engagement.
- Ask employees to identify what coaching they need to increase job fulfillment and contribution.