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Ongoing coaching and development key

Coaching and Career Development: What does it mean to lead, develop, and grow your staff, and why is it important?

The survey results highlighted the importance of having a clear link between a career development strategy and a recognition and rewards programme as being a key consideration when changing jobs. Most respondents noted regular performance feedback and performance and development reviews as being critical when considering changing jobs.

  • Only 65 per cent of respondents said they are provided with development and advancement opportunities
  • 36 per cent are planning on creating career development plans that link to a recognition programme

Professional development shouldn’t stop just because someone lands a good job in a company.  All levels of management and governance can benefit from reverse mentoring which can also provide a clearer picture on the operational rhythm of a business.

Employers who do not offer professional and educational opportunities for their employees tend to see greater employee turnover than those who provide such opportunities. Professional development programmes improve employees’ knowledge, skill sets and job satisfaction, resulting in higher employee retention.

Employers should recognise the coaching of people as an effective style that allows them to table issues quickly and collaboratively. In practice, it means employees aren’t told what to do; rather, they brainstorm and select the best option based on their working style, strengths, and preferences.

Feeling it in particular are:

  • People aged 16 – 30 years
  • Frontline employees
  • Middle managers and especially those without direct reports

What can you do?

  • Recognise that leadership at all levels is about coaching your people, not managing outcomes.
  • Ensure you are present in your one-on-ones, and remember to have them, as they provide regular performance feedback.
  • Use coaching techniques; these help to increase employee buy-in, as employees are the ones who choose the best solutions for themselves with feedback from their managers.
  • Engage early in decisions that impact your team – ‘double feedback loops’.
  • Be agile, by creating system flexibility in roles. This helps you focus on skills, not jobs, when it comes to career development.
  • Set clear expectations and communication check-ins, career conversations, and development pathways when there is an issue.
  • Understand that leaving your problems at home is an impossible request.

Practical Solutions and Resources

FREE Digital Library with First Steps

Through First Steps, and available to members and non-members, you have free access to the small to medium business-focused Workplace Wellbeing Risk Diagnostic Tool, and a range of e-Learning and resources.

Assess how your organisation is coping with their wellbeing and to identify key areas to develop as an organisation.

Free Digital Learning:

Building capabilities

1:1 Assistance from an expert:

Succession planning is a critical component of your overall talent strategy. Without Succession Planning, you are likely to be scrambling to fill vacancies and find suitable talent for critical roles. When this happens, higher costs are incurred, and business operations could be disrupted. Our Succession Planning consultancy option helps mitigate this risk.

If this is something you’d like to hear more about, please email pxp@ema.co.nz


Digital Learning


Coaching Mentoring and Delegation
This course teaches the crucial differences between coaching, mentoring and delegation, giving you a range of skills in each to improve organisational performance. You’ll learn the key principles of each approach, and how to put them into practice in your daily interactions with team members. By increasing your capacity to motivate others, your team will feel more inspired and achieve new heights.
Skills Analysis

Do your people have the skills you’re asking them to deliver on? Are all of their skills being utilised effectively? If they were recruited for different reasons or for a different position, there may be a skill miss-match. Learn how to identify skill gaps and under-utilised skills and enable everyone to reach their potential.

Customised Option Only. For more information on this customised course, please contact learn@ema.co.nz