Coaching: it deserves a spot on your calendar. Here’s why ⤵️ 60% of leaders report that coaching is “extremely” to “very” effective compared to other leadership training. (Harvard Business Review) Here are a few reasons why: 🎯 Coaching isn’t cookie-cutter — it’s uniquely tailored to the individual. It puts each person in the driver’s seat, enabling them to develop the skills they need to serve and lead in their workplaces. ♻️ Coaching accelerates long-term change. How? Because it’s a repeatable, ongoing practice that helps participants retain knowledge more effectively – which is important, since 75% of learners forget what they learn from more traditional methods within 6 days. (Humu, 2022) 🤝 Coaching enables psychological safety to grow. This sets the stage for individuals to open up, challenge themselves, and, ultimately, grow. We also know that leaders who engage in coaching lift their entire organization. Here at Torch, we call this the Ripple Effect. From our research, we found: — 94% of direct reports see positive changes in their manager as a result of coaching — 9 out of 10 respondents report developing new skills as a result of their manager being coached — 61% are more likely to see mistakes or failures as opportunities for growth 🔍 Unlocking the Ripple Effect offers a more sustainable path to scale leadership development. Learn more here: https://lnkd.in/ghJs-dhz #LeadershipDevelopment #Coaching #Growth
This absolutely hits the nail on the head. I've helped a few Torch clients make more sense out of the 3 day offsite training they are going through. They walk away with some great insights but they don't always know what to do with them after. I also had one Torch client in the beginning schedule us on Fridays. Due to scheduling we ended up having a session on a Wednesday and he realized he was more energized since it was in the midst of his week. We ended up integrating more of what was happening into our conversations which became deeper and more relevant.
Not surprised, but it's awesome to see these figures. Coaching is the answer to how to fix traditional leadership development. Thank you for doing this work!
One of the best career decisions I made early was to find a mentor. If the mentor is in your company it is best that the mentor is not in your direct line of management. They need to be at least 1 level or 2 above you. With that said, I learned more from people I was mentoring. They often had information that senior leadership was not getting. Information that was crucial to decision making for the company. The best way to find a mentor is talking to your peers about their satisfaction with their teams and what they think the potential is for them to get promoted. Once you find out what their senior leader is doing well, use that information to explain why you want that person as your mentor. It gets them every time! Until I joined Accenture I never worked for a company where mentoring was part of the fabric. Because of that I had to sell my mentors on being my mentor. Once done, they used me to mentor members of their staff because they saw the benefits. It only needs to be 1 hour once a month. My mentors felt it was worth their time to schedule it weekly. While we seldom meet every week due to travel or other business issues it was almost always every 2 weeks. It is well worth the effort.