Over the past few decades, there has been a significant evolution in the way we think about the role of coaching and the benefits associated with it. As a result, receptivity to coaching and the demand for it has grown tremendously.
For Leaders . . .
It wasn’t too long ago that coaching was offered to senior staff as a last step in the “performance management process.” Today, the majority of executives in companies of all sizes have directly experienced coaching as a normal part of their working experience or are aware of the benefits coaching provides. As a result, organizations in general typically offer coaching opportunities for leaders as a first step, not a last one. And many in leadership positions have come to believe the benefits of coaching should extend beyond the C-Suite to individuals at all levels of the organization. For leaders there here has been an evolution in thinking.
For Managers and Supervisors at all Levels . . .
Today, managers and supervisors at all levels understand that they can no longer focus simply on overseeing the work of others as they once did. They know that they also need to be effective and proactive workplace coaches who must take a more active role in helping those who report to them to perform and achieve higher levels of success. For manager and supervisors there has been an evolution in thinking.
For the Way Workplace Performance is Managed . . .
Traditionally, Performance Management centered around the annual review – a once-a-year “discussion” about performance – with little or no support offered during the year. This frequently ineffective approach has been replaced by a more “agile” one commonly known as Agile Performance Management. With Agile Performance Management organizations provide greater levels of active coaching support all the time – continuously — throughout the “work year” —and they are always looking for new ways to do that. There has been an evolution in thinking about the way Workplace Performance is managed.
For Individuals . . .
Today, just about everyone knows the benefits that come with coaching. Working with a coach is no longer a sign of failure but rather an indication of being “highly thought of” and viewed as someone who has considerable potential. Receptivity to coaching is greater than ever before because people understand that it improves opportunities to focus on goals; makes it possible to reach new levels performance; and promotes the ability to achieve higher levels, rewards, satisfaction, and recognition. For individual workers there has been an evolution in thinking.
Bottom Line . . .
As a result of the evolution in thinking about the role of coaching and the need for active performance support in today’s workplace, it has become clear that coaching is needed everywhere – and by everyone. Unfortunately, there are simply too many in need of coaching support and not enough effective coaches to go around – to provide one-to-one live coaching. A revolution in coaching is needed.