The Positive Leadership Blog has been recognised as a Top 50 Leadership Blog by the number of pages indexed by Google and as one of the Top 100 Most Socially Shared Leadership Blogs of 2013.
Positive Leadership has also been recognised as a Top 50 Leadership Expert to Follow on Twitter.
Follow us on Twitter @posleadership
LEADERSHIP IS A PROCESS OF SOCIAL INFLUENCE, WHICH MAXIMISES THE EFFORTS OF OTHERS TOWARDS THE ACHIEVEMENT OF A SHARED GOAL.
Monday, January 24, 2011
It seems like everyone is doing it: getting a coach.
Leadership coaching has become big business. According to one recent study up to 40% of Fortune 500 companies in the USA are using coaches for leadership development of executives and/or successors. Coaching is hot, and with good reason. Studies have projected an ROI of 500%+. And that return is seen in areas such as the ability to optimise direct reports, work more effectively with peers, decrease conflict and increase job satisfaction and productivity.
Like all developmental tools, the return is dependent on the investment. That means those being coached must be active participants. And not everyone readily embraces that role. Some individuals get stuck on the fact that having a coach means others realise or will realise their lack of perfection. That perspective can happen even when coaching is positioned as a perk and a sign of organisational faith in potential.
It’s important to gauge coaching readiness before introducing an employee to the coach you have waiting in the next office. For those employees needing some additional reassurances, having other employees share their coaching experiences can calm fears. Also powerful is sharing clearly defined outcomes, ideally co-created by the manager and employee. This can inspire by planting a tangible vision of outcomes.
Coaching can be a powerful leadership tool. Take the time to introduce coaching to each candidate, even if you feel it’s an accepted practice at your company, and listen for any concerns. It’s the surest way to guarantee success for both your employee and your company.
Questions for your team:
Have our top C-suite leaders visibly embraced coaching?
How do we get the message out that coaching is a Positive Leadership tool and not just one used for course correction?
How do we help managers address any doubts coachees might have?