Let’s Talk Coaching
In my last blog, I discussed the many elements of talent development in addition to training – things like coaching, mentoring, providing stretch-assignments, creating learning circles, creating resource libraries, special projects, professional organizations, peer sharing, cross-departmental collaboration, and feedback.
Being in the year of the Great Resignation and with employers doing everything they can to keep their employees, providing a list of development initiatives is not enough. You need more and I’m going to give it to you and as an Associate Certified Coach specializing in Leadership and Executive Coaching, I’m starting with coaching! If, at hearing the word Coaching, you immediately said, “Coaching is for larger employers, not the small to mid-size business” let me ask you a coaching question: Where does this belief come from and is it useful to you and your organization to keep believing this?
The best place to start discussing Coaching, and the place where I start with all my clients is, discussing what coaching is and what it isn’t.
What is Coaching?
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. The process of coaching often unlocks previously untapped sources of imagination, productivity, and leadership.
Coaching is a “client driven” process that focuses on setting goals, creating outcomes, and managing personal change. Sounds pretty amazing, right?
What Coaching is NOT?
Coaching is not:
- Athletic Development
The power of coaching lies in its definition. Imagine how great your organization could be if your people leaders had an opportunity to work with a partner – someone solely focused on them – to establish goals for themselves, their teams and their organization AND create plans for achieving those goals.
How could an experience like this change the performance of your people leaders? How could it impact their engagement and commitment to your organization? What could the cascading effect of these partnerships be on all the employees in your organization?
Ponder these questions for now. In my next blog, I’ll share some data on the benefits of coaching! If you wish to discuss MEA’s Coaching Services, please schedule time to meet with me.