Leadership Development News Roundup: Coaching and Mentoring Edition
Providing your employees with opportunities for advancement and professional development is critical if you want to maintain a high level of employee engagement and contribution to your organization, and ensure it has the talent and skills necessary to meet its current and future needs. But to do this right, your organization will have to utilize different methods of employee development, including coaching and mentoring.
In this week’s Leadership Development News Roundup, I’ve assembled a collection of articles and blog posts with information and advice on employee coaching and mentoring.
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The Urgent Need For Leadership Development. TLNT: “Consider globalization and the speed (not to mention breadth) of technological change and development, which highly fuel this need to constantly develop. Perhaps another point that highlights the reason that ‘leadership’ remains the No. 1 talent issue facing organizations today is that this term encompasses leadership at every level of an organization (no, we’re not just talking about developing the next CEO or the C-Suite pipeline). According to those surveyed in Deloitte’s report, only 13 percent of companies rate themselves “excellent” in providing leadership programs at all levels — new leaders, next-generation leaders, and senior leaders.”
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One-Fifth Of Employees Are Not A Mentor Or A Mentee, But Yearn To Be. Forbes: “Mentoring not only provides the mentee with the opportunity to learn new skills, and mentors the chance to hone theirs, but it also helps businesses to enhance their talent pipeline, remarked de Valk. ‘Employees are looking to their mentoring relationship for development and to help them navigate their career.’”
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You Can’t Be a Great Manager If You’re Not a Good Coach Harvard Business Review: “Can you teach old-school, results-focused line managers to coach their employees? Absolutely. And the training boosts performance in both directions. It’s a powerful experience to create a resonant connection with another person and help them to achieve something they care about and to become more of who they want to be. If there’s anything an effective, resonant coaching conversation produces, it’s positive energy. Hundreds of executive students have reported to me that helping others learn and grow is among the most rewarding experiences they’ve had as managers.”
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The First Secret of Developing a Leader. Leadership Freak: “Leaders develop leaders by modeling and teaching leadership. But, every teacher learns before they teach. More important, every teacher learns while they teach. Leaders are learners. The first secret of developing a leader is teaching about leadership comes second. Learning about them comes first. Successful leaders always study people.”
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Coaching: the Latest L&D Favourite. HRMagazine: “The most common reasons for instigating a coaching initiative are to assist with the transition to a more senior role, cited in 67.5% of cases, in response to an ad hoc request from an individual or line manager (67.9%) and as part of an executive development programme (56.1%). The CIPD’s research, meanwhile, suggests coaching is particularly effective around talent management initiatives, where 46% of L&D professionals placed it in their top three tools, higher than any other activity.”
Let us know if you’d like our help coaching your organization’s managers or consider sending them to The Success Labs Management Incubator.
Success Labs is a full-service, strategic organizational and leadership development company located in Baton Rouge, Louisiana. For more than 25 years, our expert team of consultants has worked with hundreds of companies to explore their business potential and improve their company and cultural performance. Contact us to get proactive about your people strategy.
