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
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