The Great Resignation, a global phenomenon that saw a record number of employees leave their jobs during the pandemic, has had a major impact on many industries. As the economy recovers and the demand for labor and new skills increases, nearly half of workers are changing their career plans. Companies looking to improve employee hiring and retention should consider implementing a corporate coaching program. Executive coaching is an important way to promote the development of leaders, but it's not enough.
Training must extend beyond top management and cover all levels to create a high-performance culture and ensure employee well-being. Studies show that coaching not only boosts engagement, but also motivates and increases team morale. Organizations classified as high-performing have a much stronger coaching culture than other organizations. It's not enough to make coaching available; management must also value it for employees to prioritize it. Senior team leaders must demonstrate that they prioritize their own development and train employees to understand that training is essential for organizational growth.
Dave Goldberg, the late former CEO of SurveyMonkey, promoted this idea by creating a “culture of curiosity” in which he was at the forefront of continuous learning for himself and his team. He launched initiatives such as the Goldie Speaker series, which invited experts from different industries and backgrounds so that everyone could learn at the same level. One of the biggest challenges to establishing a coherent training strategy for employees is lack of time. When asked what their biggest challenge at work is, many employees say it's an overwhelming workload. Most employees spend less than three hours a month on professional development.
Organizational and human resource leaders must clearly communicate to employees early on in their hiring that they are committed to providing them with the time needed to develop skills and increase their value to the company. Google's famous “20% rule”, launched by the company's co-founders, Larry Page and Sergey Brin, in 2004, says that team members are encouraged to dedicate 20% of their working hours to learning new skills and exploring other ideas and training opportunities. This is a great example of how leaders can commit to including training in employee schedules. More than 98% of the leaders who have participated in Right Management Coaching have acquired new knowledge and skills to empower employees and provide them with beneficial development tools. If your company is looking for a solution to get started, it's easy to book an on-demand 30- or 60-minute RightCoach session. Ongoing touchpoints are key to ensuring that objectives are met and continuously evolving. Managers should meet face-to-face with team members on a regular basis, whether biweekly, monthly, or quarterly, to create practical and timely reference points and design a comprehensive plan of what can be discussed during each meeting. Four ways in which organizations can measure the value of coaching include finding out how organizations that invest in coaching can deliver clear results with a tangible return on investment.
Despite the rise of technology, people are still the common denominator; human beings are still the catalyst for the future. Small steps for managers that make a big difference for employees include Right Management's INCLUDE solution, which helps eliminate obstacles that often prevent action toward inclusion. Future leaders of organizations can benefit greatly from coaching programs, which provide them with management and communication skills. Our Leading with Impact framework allows organizations to develop leadership competence models aligned with their strategic objectives. Curious, humble, ethical and empathic leaders already have the attributes that are best suited to being good leaders, both in times of crisis and in times of crisis. Online games are a non-traditional but attractive way to capture information about candidates and help them understand the value of their skills. A space in your resume doesn't have to indicate that you've taken a step back in your career; it can also mean increasing responsibilities and practicing valuable skills. If you're a coach looking for a professional opportunity or an executive looking for a tool to improve your business, workplace coaching may be right for you.
All coaches must follow ethical considerations set by the International Training Federation (ITF). The ITF is known both for accrediting coaches with high-quality training and for helping coaches find quality training. General techniques and specific coaching tools can help start successful coaching interventions. The International Coaching Federation (ICF) is one of the largest coach accreditation organizations in the world. To build a coaching culture, it's important to first teach managers how to be coaches themselves. Learn how coaching develops valuable leadership skills and increases employee engagement and retention.
Find out how employees can adapt to work in the new normal: how working from home affects productivity, work-life balance, emotional well-being and professional progress. Another way to create a coaching culture is to use coaching as an incentive for those at the top; providing guidance to high-level employees can be a way to strengthen leadership and offer desirable rewards for hard work. Learn how RightCoach on-demand coaching platform helps develop leadership skills for the future. Find out how organizations can meet this challenge with on-demand coaching sessions.