Coaching: Optimizing for Today’s World of Work
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Effective coaching is crucial for leaders to enhance organizational performance, but many leaders struggle with key coaching behaviors despite self-perceptions of effectiveness. The document highlights the need for leaders to actively develop coaching skills in a rapidly changing business landscape and suggests strategies for improvement, such as leveraging data intelligence and investing in early career development. It emphasizes that when done correctly, coaching can lead to agility and creativity, while poor coaching can result in negative outcomes like poor morale and rigidity.
Coaching: Optimizing for Today’s World of Work
- 1. ©Development Dimensions International, Inc., 2017. All rights reserved.1 Coaching Optimizing for Today’s World of Work
- 2. It’s wonderful when a leader learns and develops a new skill! ©Development Dimensions International, Inc., 2017. All rights reserved.2
- 3. But when that skill is coaching, it quickly impacts the performance of many. ©Development Dimensions International, Inc., 2017. All rights reserved.3
- 4. Leaders don’t become good coaches just by having the role. Leaders become good coaches through proactive skill development. ©Development Dimensions International, Inc., 2017. All rights reserved.4
- 5. ©Development Dimensions International, Inc., 2017. All rights reserved.5 Coaching is one of the few skills that even long-tenured executives rarely master… reinforcing that experience alone won’t grow your leaders. Source: High-Resolution Leadership, DDI, 2016
- 6. When done well, coaching can lead to: ©Development Dimensions International, Inc., 2017. All rights reserved.6 • Agility • Rapid development • Creativity • Synergies
- 7. When done poorly, coaching can lead to: ©Development Dimensions International, Inc., 2017. All rights reserved.7 •Poor morale •Frustration •Lost opportunities •Rigidity
- 8. ©Development Dimensions International, Inc., 2017. All rights reserved.8 …and this can have a ripple effect on employees.
- 9. Organizational structures are flat, matrixed, and complex. Leaders have to coach both down and across. ©Development Dimensions International, Inc., 2017. All rights reserved.9
- 10. And coaching is a key link in strategy execution. ©Development Dimensions International, Inc., 2017. All rights reserved.10 Coaching provides focus on these critical areas Focus Accountability Alignment Engagement COACH
- 11. Perhaps this is why coaching is one of the most talked about capabilities when it comes to leadership. ©Development Dimensions International, Inc., 2017. All rights reserved.11
- 12. There is currently a high focus on coaching, yet the skill will be even more critical in the future. ©Development Dimensions International, Inc., 2017. All rights reserved.12 Some of the Most Critical Skills Are Still Out of Focus Source: Global Leadership Forecast, DDI, 2014 Future Skill Criticality
- 13. But, the approach to coaching is not evolving to meet the changing nature of how people work. ©Development Dimensions International, Inc., 2017. All rights reserved.13
- 14. ©Development Dimensions International, Inc., 2017. All rights reserved.14 There are 2 reasons why this is happening.
- 15. Leaders are no longer intimate with the functional knowledge of those he/she leads. ©Development Dimensions International, Inc., 2017. All rights reserved.15
- 16. Today’s coaches must seek and guide development, not just set goals and evaluate… ©Development Dimensions International, Inc., 2017. All rights reserved.16
- 17. …yet our assessments of over 15,000 leaders shows a gap in these most critical aspects of coaching. ©Development Dimensions International, Inc., 2017. All rights reserved.17
- 18. ©Development Dimensions International, Inc., 2017. All rights reserved.18 This disconnect is even more profound when comparing leader self-perceptions of skills and behavioral assessment data.
- 19. ©Development Dimensions International, Inc., 2017. All rights reserved.19 Leaders consider themselves highly effective in coaching and developing others. However…. 63% Source: Global Leadership Forecast, DDI, 2014
- 20. ©Development Dimensions International, Inc., 2017. All rights reserved.20 … assessment data tell a different story.
- 21. Leaders display proficiency in: ©Development Dimensions International, Inc., 2017. All rights reserved.21 • Conveying expectations • Clarifying the situation • Assessing gaps and/or opportunities
- 22. Leaders struggle with: ©Development Dimensions International, Inc., 2017. All rights reserved.22 • Providing feedback • Guiding collaborative development • Fostering confidence All of which are part of coaching.
- 23. Leaders aren’t able to help their direct reports navigate today’s business landscape. ©Development Dimensions International, Inc., 2017. All rights reserved.23
- 24. ©Development Dimensions International, Inc., 2017. All rights reserved.24 Employees need leaders who can help them steer through the complexity.
- 25. Due to the speed of business, coaching is no longer a scheduled event. Today’s leaders must coach in the moment. ©Development Dimensions International, Inc., 2017. All rights reserved.25
- 26. Leaders are being asked to have more frequent and informal coaching conversations… ©Development Dimensions International, Inc., 2017. All rights reserved.26
- 27. …yet when those conversations are ineffective AND more frequent, everyone loses. ©Development Dimensions International, Inc., 2017. All rights reserved.27
- 28. ©Development Dimensions International, Inc., 2017. All rights reserved.28 Coaching skills can, and do, improve…
- 29. ©Development Dimensions International, Inc., 2017. All rights reserved.29 Coaching behaviors can be learned! Source: Proof of Impact, DDI, 2017
- 30. ©Development Dimensions International, Inc., 2017. All rights reserved.30 Source: Proof of Impact, DDI, 2017
- 31. So what can you do? ©Development Dimensions International, Inc., 2017. All rights reserved.31
- 32. This will help leaders understand HOW to improve coaching effectiveness. 1. Motivate your leaders ©Development Dimensions International, Inc., 2017. All rights reserved.32 • Provide an engaging assessment experience that yields behavioral insights and illuminates blind spots. • Personalize their learning.
- 33. Source: The Value of Assessment: Prediction, Validity, and Business Impact, DDI, 2015 2. Leverage data intelligence to inform development ©Development Dimensions International, Inc., 2017. All rights reserved.33
- 34. Capture a snapshot of coaching capabilities across the enterprise… then benchmark to see how your leaders stack up. Source: The Value of Assessment: Prediction, Validity, and Business Impact, DDI, 2015 3. Identify Trends ©Development Dimensions International, Inc., 2017. All rights reserved.34
- 35. And try these proven practices: ©Development Dimensions International, Inc., 2017. All rights reserved.35 • Invest in leaders early in their careers • Prepare leaders in transition • Discover your leaders’ strengths and gaps • Don’t limit development to frontline leaders— develop ALL levels • Reinforce learning and sustain the momentum
- 36. Coaching is a set of behaviors not just a single skill. All these behaviors come together to have a bigger impact. ©Development Dimensions International, Inc., 2017. All rights reserved.36
- 37. So, what if you captured that brilliant idea? ©Development Dimensions International, Inc., 2017. All rights reserved.37
- 38. All because your leaders are: ©Development Dimensions International, Inc., 2017. All rights reserved.38 • Listening to their people • Coaching them through organizational transformations • Navigating complexity
- 39. ©Development Dimensions International, Inc., 2017. All rights reserved.39 In Summary
- 40. ©Development Dimensions International, Inc., 2017. All rights reserved.40 When done well coaching can lead to: • Agility • Rapid development • Creativity • Synergies When done poorly coaching can lead to: • Poor morale • Frustration • Lost opportunities • Rigidity
- 41. There are 2 reasons why coaching is not evolving: ©Development Dimensions International, Inc., 2017. All rights reserved.41 1. Leaders aren’t as familiar with the functional knowledge of those he/she leads. 2. Leaders aren’t able to help their direct reports navigate today’s business landscape.
- 42. What can you do? ©Development Dimensions International, Inc., 2017. All rights reserved.42 1. Motivate your leaders 2. Leverage data intelligence to inform development 3. Identify trends 4. Benchmark
- 43. And try these proven practices: ©Development Dimensions International, Inc., 2017. All rights reserved.43 • Invest in leaders early in their careers • Prepare leaders in transition • Discover your leaders’ strengths and gaps • Don’t limit development to frontline leaders— develop ALL levels • Reinforce learning and sustain the momentum
- 44. ©Development Dimensions International, Inc., 2017. All rights reserved.44
- 45. We’d love to help strengthen your coaching program! ©Development Dimensions International, Inc., 2017. All rights reserved.45 Contact us today! Call: +1 (800) 933-4463 Email: [email protected]