Coaching Today’s Workforce – Part 1

BFAsia400This is the first in a 5-part series on coaching trends globally and how to create a coaching culture in your organization.  It includes the philosophy and coaching experience of Barbara Fagan, President of Source Point Training, and a recent survey conducted by the International Coach Federation just released in October 2016.  We hope you enjoy these insights and applications on how you can include coaching as a way of contributing to people and teams within your organization. 

As the year begins to come to a close and we look at what has been accomplished, many organizations are still doing “annual reviews”.  However, managing today’s workforce in a way that empowers them, has them see their contribution and provides coaching on areas where they can improve, is what most employees are looking for.  Today’s workforce wants to be in a place where they feel they gain the most benefit and are recognized for their contribution.  Hence, we see the high level of “job hopping” in today’s workforce.

This is why many organizations are investing in developing a coaching culture and training their managers how to effectively coach employees in timely ways.  Let’s face it – those of us in the old days HATED to have to do the annual review for our employees. In all the years I have coached, I still hear the dread at facing this task.  So learning to coach in the long run saves time and creates higher value with increased employee retention and contribution.

SmileWe hear more and more that many organizations are making the investment to train mangers and business leaders on appropriate coaching skills and tools. This is not another fad.  As many of you know having worked with Source Point Training – coaching has been around now for over 25 years.  It is no longer for executives in the C Suite or those who end up in the land of “poor performers”.

Business leaders and HR/TM/L&D professionals cannot expect managers and leaders to successfully use coaching skills without adequate training and time to practice those skills. It takes between three to six months to become comfortable with using coaching skills.

High-quality (and accredited) coach-specific training, like Source Point Training’s Fundamentals and Mastery of Performance Coaching, should be immersive and include opportunities for on-the-job learning.  It should emphasize practical application and self-exploration.  Managers/leaders and HR/TM/L&D practitioners who currently do not use coaching skills often desire to learn and use them.  Overall, more than four in five (82%) respondents to a recent survey conducted through the ICF on creating a coaching culture showed that managers who do not currently use coaching skills indicated that they would consider being trained.

Trends that drive demand for coaching.   Business respondents cited in recent ICF survey that:

 “Changing workplace environments means that more empathic leadership, shifting values regarding lifestyle, application of whole brain vs. left brain thinking, a move toward total transparency and greater use of smart technology will be necessary.”

“It’s empowering and enabling people to bring out their potential using powerful questioning and effective listening. Professional coaching will grow and each employee will have a coach.  It’s a growing area which can’t be ignored.”

 “In the next three to five years, coaching will be a required skill/competency for managers/leaders. Technology will be in place to monitor/measure a leader’s coaching ability.”

“As more employees work remotely, coaching will be that much more important to ensure that remote workers feel well-connected and still have opportunities to build skills and move up within a company.”

 “Impending retirements will create increased on-boarding needs for leaders coming into the organization as well as faster promotions through leadership ranks. I plan to institutionalize leader transition coaching starting now to set foundations for this to be part of how we do business in the coming years, as the needs will likely increase.”aadct

Source Point Training recommends:

  • Invest in an accredited coach training organization that is recognized by professional coaching associations. Our training is highly rated by both ICF and the Association of Coaching International.
  • Survey your management team to learn how coach training would support them to increase productivity and employee engagement.icfa
  • Ask employees to identify what coaching they need to increase job fulfillment and contribution.

Our best to you,

Barbara and everyone at Source Point Training

 

4 Star Rating!

Source Point Training’ s aadct

Fundamentals & Mastery of Performance Coaching 

Awarded AADCT!

We are honored to announce that our Fundamentals and Mastery of Performance Coaching program has been awarded by the Association for Coaching their top-tier Level 4/4.

Accredited Advanced Diploma in Coach Training (AADCT).  The Association for Coaching is one of the top 3 accreditation organizations for professional coaching in the world.  There are only 16 coach training providers in the world which have reached the AADCT criteria and we are honored to be one of them.

The curriculum has been designed by our founder, Barbra Fagan, and delivered for over 12 years in 4 countries with a proven record of developing the highest caliber of Certified Professional Performance Coaches.  This curriculum is a rigorous coach training program which includes five modules in nine months.

Here are some of the comments from the Independent Assessors of the Association for Coaching Accreditation Team:

  • Provides an experiential learning approach to coaching consisting of both the theoretical study and practical application.
  • Incorporates a variety of coaching approaches and models.
  • Provides personal assessment process to ensure participant’s fitness to practice.
  • Includes a variety of self-study activities to support and further develop the knowledge and skills of new professional coaches.
  • Gives participants detailed marketing guidance for developing a successful coaching practice during the program.
  • Ensures that participants are given feedback, 1:1 supervision and are encouraged to complete personal reflective work to build self-awareness as a coach.
  • Incorporates a continuous evaluation and improvement process throughout the 9 month program.
    Source Point Training is honored to be recognized by the Association for Coaching.

With warmest gratitude,

Barbara and everyone at Source Point Training