Who Is Coaching For?
Coaching is for you
A few months ago, I was telling an acquaintance about what we do over dinner. When I mentioned to the acquaintance coaching leaders, he confided that he always believed that coaching was for people who were fundamentally broken or bad at their jobs.
While I was surprised by his response, I also understood.
In some instances, coaches have gotten a bum rap because organizations have brought coaches in to “fix” poorly performing leaders or deal with other uncomfortable work. (Have you seen the movie Up In The Air?).
There’s been a shift.
The vast majority of experienced coaches help already high performing professionals, prepare for new roles, transition into new environments, navigate relationships, leave a legacy and take their performance to the next level.
After college, I accepted an HR Coordinator role at an international organization. While I had a lot of work experience, I had never worked in a large organization with multiple levels of management or supported remote locations. I didn’t feel prepared, but I was fortunate.
I had a manager who helped me figure out how my previous experiences, my experience in administration, undergraduate education, and the ability to connect with others could support my success. She coached me. There have been other points in my life where I’ve hired external coaches to help me gain similar levels of clarity.
In new situations, coaching can help us understand how our experiences and talents support our future successes. If you’re a new leader to your team or support new leaders, download our Leadership Fast Start Guide for self-coaching.
Before you disregard this article as something for new employees, or only those going through big transitions, please understand that all levels of leaders, from your high-potential individual contributors to senior executives, benefit from coaching and welcome it.
Research from the Harvard Business Review explains that many CEO’s welcome coaching. And, when coaching is initiated that, in more than 78% of situations, it was the CEO’s idea. This helps to build momentum towards creating a coaching culture.
And, research from Korn-Ferry found that 96% of organizations report having seen individual performance improve since coaching was introduced. Nearly as many (92%) also have seen improvements in leadership and management effectiveness in the research.
Finally, research from DDI’s Global Leadership Forcast shared that Gen X now accounts for 51 percent of leadership roles globally. With an average of 20 years of workplace experience, and are primed to quickly assume nearly all top executive roles.
And to bolster their success, Gen X leaders are craving insight and knowledge from mentors outside of their organization. In fact, 67 percent of leaders said that they would like more external coaching, and 57 percent wanted external development.
The investment in leadership coaching, for all generations, is worth it.
Coaching helps you navigate new situations and take your career to the next level. As you consider your goals for 2020, ask yourself if a coach might support your efforts. Take a look at our coaching process.
So, let me ask you:
Do you have a coach? Share your experience with your coach. Do you wish you had a coach? What do you feel you need a coach to help you do differently?
Does your manager know how to coach? How can coaching behaviors help you and your manager?
We welcome (and read) all comments, and would love to hear about your experience.
Not ready to share openly? That’s okay. Contact us directly at firstname.lastname@example.org.
Also, if you’re a new leader, either to the organization or promoted from an individual contributor role, we recommend you download our ebook here.