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Developmental
For valued employees you want to retain, who want to continue
developing their skills when the slot above them is not open,
who are new to a position and need to perform quickly, or
who want to enhance their skills and/or are getting restless,
developmental coaching is a solution. Some companies offer
coaching as a "perk."
Examples when developmental coaching would be appropriate:
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An
executive is plateaued-out. He/she may have gone as far
as is possible in the obvious career path. They need to
develop additional growth opportunities or they will be
susceptible to recruiters' calls. Concord Research’s
partnership with Mastery Works brings multiple resources
and tools to bear that help employees see how they can
grow within their current position. |
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A
new executive in a job needs to perform quickly and effectively
to develop the confidence of those on his/her team. Concord
Research can provide 360° feedback, videotaping, team
training, and access to colleagues doing the same type
of job in other organizations for best practices and benchmarking.
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Remedial
"It's cheaper to salvage than sever." This somewhat
blunt line surfaces the value a long standing employee has
for an organization versus the costs of recruiting in a competitive
market. If an employee has served an organization well and
could continue to contribute if only some skills were enhanced
or some approaches were changed, coaching makes sense.
Employees, even at the highest levels, are typically hired
for their functional skills and terminated for their softer
skills. Coaching can often improve the latter.
Coaching
is customized for each employee to achieve mutually agreed
upon objectives. With support, structure and feedback, your
employees improve both their own and corporate effectiveness. |
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