A key responsibility of a leader is to develop more leaders. One of the most effective and increasingly popular options used in developing others is coaching (as opposed to teaching or telling). Need and demand for this approach has been increasing in recent years, due to more matrix structures, dotted reporting lines, project teams with no formal reporting authority, and employees who are less likely to remain in the same organization their entire career.

When a manager coaches someone, the coachee becomes actively involved in assessing his or her own strengths and areas for development. They also take the lead in determining their own goal(s) and developing an action plan for achieving those goal(s). This approach to developing employees encourages stronger buy-in and increases the chances that development will actually take place. In addition, the coachee learns how to proactively manage his or her own self-development, often resulting in increased self-confidence. The long-term goal is that the coachee continues to take charge and manage his or her own development.

We have worked with many managers, executives and Human Resource professionals in dedveloping their coaching skills. This often takes the form of a customized, multi-part program involving the development of key skills needed in coaching, practice, and application in the workplace. Participants develop solid coaching skills before the program is completed.



Several Recent Projects

• Career Coaching for MBA Students
• Advanced Coaching Course for HR Professionals