Employees navigating your organization will always be better prepared when they are guided by other leaders or their peers.You can utilize external executive coaches, hire internal professional coaches, or train your managers to use coaching skills to develop the potential of your employees.To actively share knowledge, you can create a mentoring program to bridge the generational and skills gaps in your workforce. Learn how to evaluate the effectiveness of these programs, and demonstrate the ROI of creating a culture that actively supports coaching and mentoring.
Recommended Coaching and Mentoring Resources
How do leaders, managers, and HR, L&D and Talent Management practitioners empower their people to execute their organization’s vision and thrive in a world of constant change? We explore how coaching can be integrated with change ...Read more
Build a coaching culture that drives organizational results
Learn how to implement a holistic organizational approach to coaching, where leaders and managers support employees at all levels in growing their skills, enhancing their value, and reaching their professional goals.Learn More
Learn More about Coaching and Mentoring with our Top Resources
Discover why it’s time for HR to return to what they love and lead with people, and explore these seismic shifts that have gotten us to where we are today: Tools for the team leader vs. Tools for the organization, Real-time, reliable data vs. Infrequent, suspect data, Integrated solutions vs. Siloed programs, and Real-world behaviors vs. Theoretical models.
As work environments become more casual, harassment cases tend to increase. HR practitioners are responding by requiring harassment/employment law training for management. But is that an effective approach or just a box to check? Hear the case ...Read more
When it comes to having difficult conversations with your employees, do you feel like you’re up to the challenge? In the workplace, as in our personal lives, tough conversations are essential for growth.
Coaches are expected to acknowledge their client’s work, express support, and encourage the client to fully express themself. As humans, we build trust to express our vulnerabilities. We cannot change without becoming vulnerable.
As you approach the finish line of building a coaching culture, the process of measuring a coaching practice might seem impossible. A good place to start is a 70/30 split, which means that 70 percent of the metrics will remain static and 30 percent will be tailored to the specific coaching engagement involved. It is especially helpful if the metrics can be compared across engagements.
Using descriptions and examples, framing the change in terms of what you want in the future, and using the least amount of power can help make your constructive feedback more productive.
Explore why goals enable better coaching conversations between managers and employees, how to make goals visible and easily communicated throughout the organization, and the results of individuals taking control of their goal management, setting short term, long term, and personal goals.
Organizations of all shapes and sizes are feeling the pressure to find new ways to proactively lead change and to develop agile leaders and culture. Yet, the research continues to show that 70% of change initiatives fail. And, many of ...Read more
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Get started with a complete roadmap for building a coaching culture in your organization. You’ll learn a framework for communicating, building capacity, and establishing the infrastructure to support managers’ ability to leverage coaching skills.