How You Can Do It As a result of the market demonstrating a need to develop more leaders in less time, a special program to democratize coaching. What do we mean by this? In short, we take coaching, a proven and effective form of one-on-one support – that was generally reserved for the senior-most leaders — and deliver it in a more simplified and cost-effective format. Virtual platforms allow an organization to offer coaching by external ex-executives of large multinational companies to frontline and emerging leaders who are just beginning their path to the C-Suite. This kind of support is truly transformative for an organization’s leadership culture. Coaching allows for more effective development of emerging
leaders by ensuring that more high-potentials are fully prepared for the trials and tribulations that come with a career as a people leader. Far too many organizations fail to fully acclimatize their high-potentials to the reality of leadership. As a result, many struggle and eventually drop out of the leadership stream or leave the organization altogether. Coaching also creates new opportunities to address inequities in the workplace, particularly a lack of diversity in the leadership ranks. Countless organizations fail to achieve
“Making the transition from team member to manager is never easy. One-on-one coaching has been proven to be a game-changer for developing emerging leaders.” — Eric Herrenkohl, AchieveNEXT Managing Director, Executive and Career Coaching
true diversity and inclusion because, even when they recruit more diverse candidates, they aren’t taking a holistic approach to their talent that includes development and succession. A company can create a culture of inclusivity by moving from a compliance-based approach to D&I and moving to a value-based approach. When a company creates a culture where people of different skin color, gender, or sexuality feel comfortable and have the opportunity to develop career paths, employees stay. Several companies have already implemented a direct coaching approach program to help build better leaders. They also discovered that it helped employees from under-represented groups to carve out their own space in an organization full of people who don’t look like them. “We’ve worked diligently and intentionally to create an inclusive environment,” the Chief People Officer of an early program’s adopter. “But surprisingly, when we implemented a virtual coaching program for our recent hires from campus recruiting, both women and LGBTQ employees told us how much they appreciated having someone to talk with outside of the company to help guide them on how to navigate the workplace, particularly when it comes to being themselves at work.” “Our primary goal for the program was to accelerate the development of managerial or leadership skills; we didn’t anticipate the additional benefit for our diversity and inclusion efforts.”
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