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Renee Robertson PCC, SHRM- SCP, Founding Executive for the International Coaching Federation’s Coaching in Organizations
WHY SHOULD YOU CARE?
It is more difficult than ever to adapt to our ever-changing world. As we are facing new challenges every day both in our personal and professional lives, integrating coaching into the organizations’ strategy is essential to keep up, develop the workforce and achieve high-performance.
A global pandemic has disrupted the world, organizations, and each of us – imposing rapid change and a need to adapt. The rise of technology has accelerated the pace of change, the way we work, manage, lead, and interact with others. Despite these massive changes, each of us remain human. For those of us working in organizations, managing teams, and leading teams of teams, our ability to adapt and lead with courage, compassion and empathy is imperative.
Notwithstanding these changes, we are responsible to deliver positive business outcomes, create engaging, productive, and high-performing teams and work cultures. The new way of working and leading is here. Those that can adapt will thrive, those that cannot become extinct. This is exactly why coaching has become a required leadership and talent development strategy and must have for organizations to be successful in the new way of work.
Coaching Defined:
The International Coaching Federation defines coaching as “partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.
The European Mentoring and Coaching Council defines coaching as “an art: that of helping a person or a group to develop and enhance their professional, relational, and personal potential in the realization of their projects and to take their rightful place in the relationship they have with themselves, others, and their environment.
Now, both definitions focus on the development of the individual or group to reach their potential and realize success as defined by them or in relation to certain goals.
Coaching and Employee Engagement:
Gallup conducted nine meta-analyses of the relationship between team engagement and performance over the past two decades. The most recent study included more than 82,000 teams in 230 organizations — and 1.8 million employees — across 49 industries and in 73 different countries. The study found that team members with higher levels of engagement:
This research indicates that changes in employee engagement are best attributed to changes in how organizations develop employees. Specifically,
The best organizations know there is no meaningful mission or purpose in the absence of clear expectations, ongoing conversations, and accountability. These are also organizations that incorporate coaching into their culture.
Steps to Integrate Coaching:
In a time where we’re surrounded by change and have many demands on our personal and professional lives, the need for coaching is at an all-time high. Coaching is a model for engagement, empowerment, and accountability. It teaches those being coached to embrace their potential, be responsible, and to be accountable for their results. Integrating coaching into your organization’s DNA is deciding to invest in the development of your workforce, replace mediocrity with high performance and create lasting and sustainable change.
Renée Robertson, PCC, SHRM- SCP, Founding Executive for the International Coaching Federation’s Coaching in Organizations, two-time International Coach Federation Prism Award Winner and award-winning author of The Coaching Solution: How to Drive Talent Development, Organization. Renée is also a serial entrepreneur and founder of The Robertson Coaching Institute, Trilogy Development, The Robertson Group, LLC multi-franchise owner in the wellness industry.
The ICF is the world’s largest organization for the global advancement of the coaching profession and fostering coaching’s role as an integral part of a thriving society. Founded in 1995, its 50,000-plus members located in more than 140 countries and territories work toward the common goals of enhancing awareness of coaching and upholding the integrity of the profession through lifelong learning and the highest ethical standards. Through the work of its six unique family organizations, ICF empowers professional coaches, coaching clients, organizations, communities, and the world through coaching. Visit coachingfederation.org for more information.
Written by: Renee Robertson
Coaching Future of Work HR Strategy Talent Management. Leadership
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