Why training managers and leaders in coaching skills can transform the supervisor-supervisee relationship
Strategies for infusing coaching into all aspects of your organization’s day-to-day operations
How to balance an integrated coach approach and structured opportunities for team and one-on-one-coaching
What one organization is doing to measure the effectiveness of coaching across the enterprise
In his introduction to the 2016 report How Millennials Want to Work and Live, Jim Clifton, Chairman and CEO of Gallup, Inc., asserts, “Millennials will change the world decisively more than any other generation.” One reason for this, Clifton writes, is that millennials want to change the world—by doing meaningful, passion-driven work within “organizations with a mission and purpose.”
This craving for passion and purpose is one element that’s attracted millennial employees to Beyond Emancipation (B:E), a nonprofit serving soon-to-be-emancipated and former foster youth in Alameda County, California. However, in a profession where burnout and turnover are high, the challenge for B:E is to retain and develop employees so they’re empowered to do transformative work in their clients’ lives, in their communities and in the world. B:E has addressed this challenge by weaving coaching into every aspect of the organization’s operations, from an innovative coaching-based client services model through a coach approach to employee supervision.
In this webcast, Paula Buck, B:E’s Operations Manager and HR Generalist, will share how her organization has built a strong coaching culture that empowers employees of all ages and at all stages of their careers to succeed in their careers and drive meaningful social change.
For anyone looking to integrate various coaching modalities there are questions of philosophy and questions of practice. In this interview with Rita Moss, Vice President of HR at OPIC, we learn how she has been able to put structures in place ...