When individuals benefit from a coaching culture or coaching relationships with colleagues, we know that they feel more supported and connected to their role and organisation.
In the burgeoning environment of remote and hybrid working, the importance of growing and sustaining these personal and professional developments within your workforce is only increasing. With the current disparity between vacancies and jobseekers, the ability to offer a genuinely supportive and engaging workplace becomes vital for organisations looking to attract the best talent.
In a world where employees can be, and are being, increasingly discerning, making their workplace appealing for prospective employees is just as important a consideration for HR/L&D teams as enhancing it for the current workforce.
Across the world of work, those same teams are searching for ways to deepen connections, open lines of communication and strengthen relationships between individuals and teams that are having different amounts and types of daily and weekly contact. They are also searching for learning and development interventions that don’t simply tick boxes, but add genuine value for their workforce and organisation. When evaluating the learning’s impact, they need to find more than just high scores on evaluation forms – they need to see behaviour changes that benefit everyone.
Coaching stands out as a valid and valuable solution: it can be a structured part of a larger organisational development plan because of the variety of scenarios, levels and scales at which it can be successfully deployed.
In terms of individuals, as well as feeling supported and connected, coaching helps them to become more self-reliant and take greater responsibility and accountability for their actions and commitments – vital qualities in any sector as the shared office space dissolves into the virtual one.
Organisationally speaking, coaching has been shown to underpin increases in staff engagement and be a practical method for identifying and developing high potential employees. In the current climate of skills shortages and a record amount of unfilled vacancies, the latter point will appeal to the many HR/OD teams with resourcing and talent development on their priority lists.
Using learning interventions to build coaching skills in managers or support an organisational coaching culture is one of the most prudent and pragmatic paths available to you, and Eliesha is perfectly placed to help.
We leverage 20+ years of experience supporting workforces of all sizes and sectors with new coaching-related knowledge, skills and behaviours, wherever they are working. Our learning partnerships with the professional industry bodies ILM and CMI, enable us to harness good and best practice.
Increasingly popular are the moment are coaching skills workshops, e.g. ‘Coaching as a Leadership Style’, ‘Coaching Conversations’, ‘Coaching and Feedback’, ‘Strengths-Based Coaching’ and ‘1:1s and Coaching for Remote Workers’. We are also seeing a return to face-to-face delivery in more organisations, which we are delighted to support.
Additionally, we provide a comprehensive and internationally-recognised coaching skillset via ILM’s coaching and mentoring qualifications at Levels 3, 5 and 7 – also available via a variety of delivery methods to suit your learners’ working situations.
The largest category of our pearls of wisdom® microlearning videos is dedicated to Coaching – another area of growth as more and more organisations seek to provide real-time learning resources to their workforce.
Finally, we have an extensive network of experienced executive coaches, who are ready and able to provide direct coaching support to managers and leaders, at all levels of seniority, who would benefit from it.
Visit the Talk to Us page to send us an enquiry outlining your requirement(s) – big or small – we look forward to hearing from you soon!
