Employees navigating your organization will always be better prepared when they are guided by other leaders and actively share knowledge with them. You can utilize external executive coaches to provide objective advice and goal-setting skills, and 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.
When an organization creates a robust mentoring culture, the short-term and long-term benefits can be dramatic. On a day-to-day basis, employees in these cultures feel more satisfied, productive and connected with their colleagues. They also enjoy increased confidence levels and often develop clearer ideas for their desired career paths within the company.Read more
Leaders build leaders. Training Magazine recently ranked the top 125 organizations that excelled at employee development. (Link to Article) Included in the terrific detail provided about these companies one fact stood out from the rest. Of these 125 companies;
“Some 71 percent tie managers’ compensation directly to the development of their direct reports”.Read more
When most managers think about coaching, they think about formally scheduled one-on-one sessions with an employee. Yet, day-to-day business activities and interactions present ample opportunities for a manager to provide valuable coaching. These moments are often referred to as “corridor conversations” or “coachable moments.” Everyday situations can be the best times for a manager to slip into the coaching role, ask insightful questions, share observations, and otherwise guide an employee along his or her own path to a higher level of performance.Read more