CEO Today Executive Coaching Awards 2024 - 66 - - USA - Having internal coaches means all employees now have access to coaches in one-on-one, peer, team, or group coaching sessions. To sustain a coaching mindset, we provide quarterly coaching skill enhancement to our coaching community. Our internal coaches significantly contribute to leadership development by facilitating coaching circles following leadership programs. What is the impact that coaching has had on the workforce and the organization? Coaching has led to more self-aware leaders, empowered employees, and a stronger organizational culture. By integrating various coaching methods into all leadership development programs, coaching is becoming an integral part of our operations. Leaders gain more opportunities for strategic thinking, while team members use critical thinking skills, feel valued by their peers and leaders, and build self-confidence thanks to our coaching culture. Our data highlights that 89% of direct reports found coach-trained leaders helped them develop their own solutions, 95% felt these leaders were more curious, and 93% felt they were listened to more. Importantly, coaching aligns with our focus on teamwork and living a collaborative, diverse culture of respect, learning and belonging. One where everyone feels valued, seen, and heard. When leaders demonstrate a coaching mindset, they foster an environment of learning and inclusion. With the support of Amy Kickham, Chief Human Resources Officer, we have developed values that complement coaching behaviors. More on the Impact of Coaching: Empowering Individuals: Coaching encourages our leaders and employees to take ownership of their growth and development. Enhancing Engagement: Employees are more engaged, leading to improved performance and stronger connections within teams. Supporting Individual Performance: Coaching helps individuals enhance their skills, apply critical thinking, and build self-confidence. Identifying High Potentials: We identify and nurture high-potential employees through coaching. Highlighting Strengths and Opportunities: Coaching reveals both organizational and individual strengths and development areas. Through our team coaching, we uncover team strengths and development areas. Driving Motivation and Excellence: Our coaching culture motivates individuals to excel and demonstrates our commitment to development. As a result, our workforce is more open to feedback, curious, and adept at problem-solving. Why was coaching implemented in the organization? What was the main goal identified, before starting the Coaching Program in the organization? In January 2021, our organization embarked on a deliberate coaching initiative. The goals were multifaceted: Upskilling Internal Employees: We invested in ICFaccredited coaching education for our internal team members. Expanding Enterprise-Wide: Our aim was to expand coaching across the entire organization. We understood that it would be a journey since we were starting with only a few executive leaders who had access to external coaches. Embedding In-House Coaching Talent: Coaching became part of Leadership Development Programs using our internal coaching talent pool. Embracing Leadership Adoption and Training: We encouraged leaders to embrace a coach-like approach. This began with foundational training available to everyone across the enterprise. Strategic Positioning: HR took on the role of expert coaches and strategic advisors who role-modelled coaching for their teams and client groups. Scaling Coaching: We wanted coaching to reach more leaders and receive coaching from those with targeted industry/business experience. We also piloted an external coaching organization within a specific division to have leaders experience the ease of scalable coaching engagements.
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