Why Build Coaching Skills at Your Organization? 

Here’s why you should build coaching skills at your organization in 2023.

The remote and hybrid workplace is no excuse not to connect with your people.

How do leaders at your organization engage with and develop future leaders? How do they help current employees maximize their potential? It all starts with conversations, active listening, and coaching skills. 

Why do listening, conversing, and coaching matter so much? Let’s review some of the buzzwords we saw in 2022: toxic workplace culture, quiet quitting, quiet firing (ouch!), anti-perks, proximity bias, productivity paranoia. 100% of these could be reduced – if not eliminated – by talking to, asking, listening to, and actively developing the people at your organization.

How should you approach coaching?

All organizations can benefit from coaching, period.

As with any effective strategy, implementing coaching requires effective preparation and execution: the goal is to build a culture that executes specific behaviors and techniques. Build a culture of active listening and coaching behaviors to create a human-first environment. Doing so will breed empowerment, creativity, innovation, and a go-getter spirit.  

Coaching is not just for problematic employees or top performers or those in transition. Enabling all employees to achieve business objectives in the shortest possible time is critical for success.

The most cost-effective coaching is the internal kind. That’s why it’s increasingly common to see organizations build coaching skills among their existing leaders.

So What Does Effective Coaching Look Like?

Today’s successful organizations rely on a new kind of management culture, one that is based on creating new knowledge. This requires constant learning. A crucial catalyst in this new management culture is the transformational coach. Their job is to provide direction while leaving plenty of room for people to pursue their passions, personal interests, and projects.

In its simplest terms, effective coaching involves expanding people’s capacity to take effective action. It involves challenging underlying beliefs and assumptions that are responsible for one’s actions and behaviors. At its deepest level, effective coaching examines not only what one does, and why one does what one does, but also who one is.

Two women, seated at a table. having a coaching conversation.
Coaching helps you develop your people, so they feel that they are moving forward and advancing. Professional development is tightly tied to job satisfaction.

What about results?

At the end of the day, coaching is about getting more done with less effort and developing people to maximize their potential(with a brilliant possible side effect — helping your people get more enjoyment out of their life and work).