As a company created to help organizations develop their Leaders around the world, we are seeing continued demand for short-term coaching programs designed to systemically support development. Whether deployed to target all Leaders at a specific management level, or to cascade through layers of management over a period of several months, these programs offer immediate support for Leaders facing real-time challenges.
We are hearing three key areas where Leaders in a recent short-term coaching program need support.
Confidence-Building through Transitions
This has been a year of constant change. Personal and professional lives have been upended in a way we have not seen on such a global scale. Having someone to talk through the challenges — someone who is not a manager, peer, or even spouse/partner – provides much-needed support.
As many Core Leaders prepare themselves and their teams for continued changes in work approach and even work location, they have found working through the anxiety and ambiguity with a leadership Coach to help with decision-making and confidence-building.
Coaches describe the ways in which Core Leaders are “giving their all” right now. They are working longer hours, oftentimes unbounded by the physical workplace and feeling the need to be accessible constantly.
They are being what their team members need them to be: supportive, creative, and willing to step into roles when their employees need to step out of them. They are trying to say “yes” to being a role model, which often means saying “no” to their own work that continues to pile up.
Some of this is prioritization. Some is thinking about how to ask for help. There are team members who are willing, and wanting, to help. They crave growth and insights into the more strategic aspects of the work.
Coaches are helping Leaders think about delegation not only as a way to get work off their plate, but also to develop, stretch, and engage the team members who also need a new infusion of energy at work.
Carving out time and space to think about the longer-term goals, which for some may mean next month and for others may be a post-pandemic re-framing of the 3-year plan, is not easy for Leaders when they are faced with day-to-day challenges. It requires a significant amount of time to fill a vacant role on their team or ensure compliance with regulations for a retail operation that has had to contend with Covid restrictions.
Getting clarity around what Leaders want to accomplish, the meaning of success, and the timeframe are hallmarks of leveraging an external Coach.
Even though these areas are timely now, we anticipate that these areas will continue to remain a focus of development as Leaders continue to engage in the ongoing challenges of hybrid and dispersed work.
Work done in short-term coaching also provides an opportunity for those who are hesitant to commit to coaching, and want to give it a try first. We often see three sessions of coaching turn into a request for several more hours as Core Leaders see the benefits of blocking time on the calendar to focus on their own development needs.
Are you looking for ways to jump-start Leadership development in your organization? We’re happy to talk about how working with a team of Coaches – aligned with your goals and culture – can reinforce, apply to personal challenges, and provide an external sounding board to guide your Leaders through the challenges they face today.
Meet with a member of our team to see how this could work for your organization.