Coaching Today’s Workforce – Part 5 – Catching the College Grads with Coaching

Welcome to the third segment in our 5-part series on coaching trends and how to create a coaching culture in your organization.  If you missed Parts 1, 2 or 3 – you can access them here:  Part 1     Part 2     Part 3     Part 4

This series 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.



What is the new generation of college graduates looking for when considering their first job out of college?  You might not have guessed it but mentoring, coaching and a plan for managing their careers rank in the top 5 areas of what today’s graduates look for.

May is typically graduation month for most colleges and this year more than ever there will be many new career opportunities for new grads in most fields from Engineering to technology to biochemical, just to name a few.  Many companies have already spent time at college campuses recruiting graduates for career opportunities.

According to a recent article published by Fortune magazine from authors Ed Frauenheim and Tabitha Russell, the companies that attract the most graduates also have the highest achievements in their field of business.  College students invest heavily in themselves and expect to have a return on that investment when they graduate.  Recruiting and retaining top talent and creating a powerful conversation about your company being a “great place to work” will yield rewards for many years into the future for both employees and employers.

Companies recognized as a great place to work enjoy a sense of team and community. Workers collaborate willingly and are not focused on politics, but more on being recognized for their contributions and guided by their mentors who take the time to give them real-time feedback.

This is why, for the last 7 years, Source Point Training has worked with organizations who are dedicated to providing coaching for their employees. Not the kind of coaching performance that in the past was seen as “fixing” a problem.  Today, progressive companies match a mentor who has coaching skills to new employees as part of their on-boarding process.  The mentor provides more self-direction in setting goals, knows how to give real-time feedback and encourages reaching out to colleagues for support.  These are what will attract the new generation of employees.

Source Point Training has over 30 years of professional coaching experience and today is working with companies who want to train managers to learn the skills of coaching and mentoring employees.  The feedback we receive consistently is that employees who receive coaching within their work environment – not just on issues at work but on how to manage time and priorities in their life more effectively:

  • achieve a higher sense of self-confidence
  • exhibit a willingness to take on new learning and reach new levels
  • become the most fulfilled employees and loyal advocates for their company as being one of the “best places to work”

As we wrap up the value of creating a coaching culture in organizations, we have shared that:

  • Today’s workforce wants their contribution to be seen and they want to be coached in areas where they can improve.
  • ICF surveys indicated that 82% of managers surveyed would like training on how to be effective coaches for their teams.
  • Performance coaching is now seen as an employee benefit for those who are seeking career advancement and the desire to increase their contribution.
  • Coaching is seen as one of the best ways to retain top talent, build loyalty and is an incentive for developing new capabilities.
  • Creating a trusting environment, where managers and colleagues conduct themselves ethically and actively listen to each other is valued more by most employees than the salary they are paid.
  • Potential employees can usually find comparable salaries but it is more difficult to find a corporate culture that fosters mentors and coaching people to achieve their career goals.
  • A coaching culture’s ROI is only as good as the competency of those using the coaching skills. Coaching employees effectively requires coach-specific skills and ongoing practice/usage of those skills.
  • According to the recent ICF/HCI survey Building a Coaching Culture with Managers and Leaders, “The training of managers/leaders using coaching skills is a very important part of building a coaching culture; 87% of respondents with strong coaching cultures report their current training has been instrumental in building a coaching culture.”
  • Organizations with a rich coaching culture report less employee turnover, increase in individuals achieving professional and personal  goals, changes in attitudes and behaviors leading to collaborative thinking and proactivity, reduction in expense – more efficient use of resources and time, increase in promotions and more leadership opportunities to expand business, and increase in market and customers.

If you want to change your corporate culture to include coaching, email Ginny Carter, Administrative Director, at [email protected].  We will discuss how you can provide your management team with the coaching core competencies recognized by the International Coach Federation (ICF) and the Association for Coaching (AC).

Our best to you,

Barbara and everyone at Source Point Training



In a World of Chaos, Respect Conflicting Worldviews


usAs a child of the 60’s, I can remember another time in history when our nation was faced with such polarization that it lost much of what we had all been raised to believe in – that each person had a right to free speech.  Those were contentious times and people confronted one another philosophically and violently around such issues as civil rights, the Vietnam War, feminism and justice.

In the last 5 years, we have experienced more violence in our communities than ever before and seeing people’s reaction to it by creating even more violence and death.  We have 24/7 news access and more advanced technology than ever before and yet we witness behavior that seems primitive.argue2

We have shows that talk about bullying and the damage it is doing to our young people and that drugs have become an epidemic, and diabetes and obesity are killing our youth. Big issues in our country require people being willing to play a bigger game to work together and let go of their fixed beliefs and individual ideology and world views to be able to see something bigger than themselves, their emotions and individual perspectives.

Coaching people for over 25 years I have the opportunity to listen to many worldviews and perspectives that are different than my own.  However, my commitment to respect different perspectives and to look together with my client at possibilities, to see beyond immediate circumstances, is what is needed to create something new.  Following are some simple rules of civility that can help us all come together with an understanding of the issues and work to create solutions.

  • Re-evaluate what you believe in – be willing to look at different perspectives. Are you willing to have an open mind and perhaps change your point of view?
  • Try to understand what you see and what you hear versus react and respond in judgment at the way people are expressing themselves.
  • As Dr. Stephen Covey shared many years ago, “seek first to understand in order to be understood.”
  • Remember the loudest voice is not always the voice of reason.
  • Don’t give up and sit on the sidelines judging the game – get in the game and be a part of reinventing the game by playing a bigger game.
  • Remember, just because you do not agree does not mean the other person is wrong.
  • Come from respect and the values you want your children to follow.

worldWe are living in a diverse world and learning to get along at a global level like never before. Each person has a voice and can make an impact – technology has given us that. As Americans, we have the right to express ourselves. However, with that comes the responsibility to speak respectfully and thoughtfully in a way that people can hear and understand what we are saying.

I believe that from chaos we will create order; that has always been what changes our world and we must always have faith in the fact that each of us makes a difference.

With warmest gratitude,

Barbara and everyone at Source Point Training


On Gratitude

The more I listen to the gratitude of others, the more grateful I feel in my own life and the more compelled I feel to share with others that which has been given to me.

teacherThird Grade: Mrs. Bammel, cracks open the math book. It’s time to teach negative numbers. It goes like this: You start at zero. If you move to the right of zero, you’re in the positive. Simple stuff: 1, 2, 3. If you move to the left of zero, you’re in the …wait? What? Negative numbers. Makes no sense: -1, -2, -3….As toe-tinglingly in love as you are with Mrs. Bammel, with her Dutch-boy haircut, caramel voice, and bottomless treasure chest of glue, glitter and felt, you have to protest. “Mrs. Bammel, excuse me, Mrs. Bammel…. Why in the world would we count negative numbers? That’s counting what’s not there!”

You can count your lack forever, and it’s an easy thing to do, and if you’re always only counting then you’re always never at risk of losing anything ever again.

Except even when you think you’ve lost everything, you’re never without. In fact, this is the perfect moment to allow gratitude to be your guru, to whisper with grace small words of thanks for everything – anything­ – in your life. Begin like this:

I am alive.

How beautiful would this world be if we counted all that we have and not what we’ve lost or never had?

The funny thing about life’s riches, they were always there; I wasn’t. Becoming present was not the result of therapy, or chiropractic adjustments, or yoga, or aimless road trips, though all of those things certainly helped. The real key was simply listening without borders, boundaries, or expectations. Letting go of the knowing and really just living in the experience. You are surrounded by people who are living in bliss. I was. I am. And it is our duty, as Kurt Vonnegut shared weeks before his passing in 2008, to help each other through this life in whatever ways we can.

As a journalist, it is my job to listen. So, discarding the third grade math lessons of Mrs. Bammel, I chose to listen. Really listen for gratitudelisten. What I found: Listening feels good. It feels great. I receive so much by simply being more present. This is an enormous gift I have been given. The more I listen to the gratitude of others, the more grateful I feel in my own life and the more compelled I feel to share with others that which has been given to me. You cannot listen to the gratitude of others without being reminded of the great gift that is your own life, without experiencing a profound ignition of your own passions and curiosities about the world in which we live, without discovering anew or for the first time high magic and low puns and great possibilities and unexpected delights that exist right here and now in this universe.

Your universe!

To listen to and be moved by others gratitude, then more importantly, to share in turn, might launch a revolution of sorts, a minor movement toward a higher consciousness that puts at a premium the simple act of counting our blessings and sharing them with others. How beautiful would this world be if we counted all that we have and not what we’ve lost or never had? Your gratitude means as much as anyone else’s. And so I am listening. We are listening. The world is listening. Wherever you are, let it begin now, like this:

I am grateful for…

What are you grateful for and how does truly listening support you in life?

By Todd Aaron Jensen