Why standards-driven coach-specific training is critical for managers/leaders using coaching skills
How existing standards for coach-specific training can inform the training of managers/leaders using coaching skills
Why training for managers/leaders must go beyond coaching skills and incorporate tools and techniques for measuring the impact of coaching activities
What your organization can do to provide ongoing support and continuous professional development to managers/leaders using coaching skills
A growing number of organizations are moving away from traditional paradigms for training and development in favor of building coaching cultures that offer employees at all levels the opportunity to enhance their performance and achieve their professional goals.
Industry research indicates that this shift is paying off: It is clear that individuals working inside organizations continue to raise their awareness and understanding of coaching. For those organizations with strong coaching cultures, studies point to higher employee engagement and revenues than peer organizations without strong coaching cultures.
Organizations with robust coaching cultures aren’t just leveraging external and internal coach practitioners. Managers and leaders who are trained to use coaching knowledge, approaches and skills with their colleagues and subordinates are a critical modality to a coaching-oriented talent management strategy. However, it is important to note that coaching skills alone will not address every leadership challenge and that training opportunities for managers and leaders are not all created equally.
