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Articles

Results! Why Leaders Need to be Great Coaches

Coaching represents the most significant trend in leadership development within organizations in the last 25 years. Organizations of every size are interested in increasing bench strength, improving succession planning and elevating performance of employees at all levels. With tight budgets in a tough economic climate, organizations are looking for internal solutions. Instead of hiring external coaches, can managers perform this vital function? (And isn't that a critical role of managers: developing their people for greater performance and capability?) While most managers intellectually know the value of coaching, they aren't necessarily convinced that the payoff is there. Citing time challenges and increasing workloads, managers wonder if coaching is any more effective than directing and giving advice. The answer is clear: coaching works.   read more >

Bringing Science to the Art of Coaching

Interest in helping leaders to become better coaches is at an all time high. Surveys show that employees want a great deal more coaching than they receive and there are signs that corporate America is finally trying to respond in two ways: first, they are training managers to be better coaches and second, they are using external coaches. With all this investment, what can be done to insure that it pays off with the highest possible return? There is great inconsistency in the quality and effectiveness of coaches, and the field is attracting more people at a rapid rate.   read more >

Executive Coaching: An Overview

Coaching is the art of guiding another person or group toward fulfilling futures. The coaching process is fundamentally developmental. The work is future oriented and task driven. Coaching helps clients invent changes that are valuable, exciting and intensely personal. Most coaching is one-on-one coaching, based on a relationship of trust and shared values. There are explicit tasks that coaches often perform in various settings and circumstances.   read more >