The Future of Professional Coaching - ICF Malaysia Chapter · 2017. 12. 4. · "Coaching...
Transcript of The Future of Professional Coaching - ICF Malaysia Chapter · 2017. 12. 4. · "Coaching...
The Future of Professional Coaching
Dr. Damian Goldvarg, MCC
Agenda Creating coaching cultures:
the role of internal and external coaches.
Developing managers/leaders with coaching skills.
Continuous professional development such as
mentor coaching and coaching supervision.
Coaching to support social causes worldwide.
www.coachfederation.org
ICF Definitions Coaching: partnering with coachee(s) in a thought-
provoking and creative process that inspires them to maximize their personal and professional potential.
External coach: a professional coach practitioner, who is either self-employed or partners with other professional coaches, to form a coaching business.
Internal coach: a professional coach practitioner, who is employed within an organization and has specific coaching responsibilities identified in his or her job description.
Coaching culture? Coaching is valued by senior executives and
employees.
Leaders coach their employees on regular basis.
Leaders receive coaching training.
The company invest in hiring coaches and training
leaders.
52%
65%Percentage of employees who
rated themselves "highlyengaged"
Strong Coaching Culture (n=51) All Others (n=308)
10%
50%
41%
10%
29%
60%
Below
On par
Above
Strong Coaching Culture(n=48) All Others (n=284)
Coaching Culture OutcomesA strong coaching culture is correlated with higher employee engagement and
stronger financial performance.
Figure 4. 2013 revenue growth in relation to industry peer group
by coaching culture.Figure 3. Highly engaged employees by coaching culture.
Recommendations Offer coaching to all employees.
Coaching should be made available through different modalities across all levels of an organization, to individuals of all ages and experience levels.
Train internal coach practitioners and managers/leaders using coaching skills.
Organizations should allocate more of their overall training budget toward coaching as evidenced by organizations with a strong coaching culture.
Measure the impact of coaching on employee engagement.
Sherpa Study
Most generational differences appear to be myths
Recognition for quality work, manager support and
opportunities to share feedback with decision-
makers are the top values endorsed by all age
groups.
The top three work preferences are the same across
most age groups: development opportunities,
career advancement and flexibility at work.
Coaching skills are considered essential competencies for first-time people managers.
Coaching and developing others (44%), engaging
and inspiring others (41%), and having emotional
intelligence (35%) are the most valuable skills and
competencies for first-time people managers
according to respondents.
Sixty- five percent of organizations aim to expand
the scope of managers/leaders using coaching
skills in the next five years.
Coaching Skills for Managers
Uncertainty
Complexity
Ambiguity
Building Trust
Feedback Skills
Emotional Intelligence
Leveraging Strengths
Operational Definition of Coaching Supervision
ICF defines Coaching Supervision as follows:
"Coaching Supervision is the interaction that occurs
when a coach periodically brings his or her coaching work
experiences to a coaching supervisor in order to engage
in reflective dialogue and collaborative learning for the
development and benefit of the coach and his or her
clients."
Current Trends What trends have you observed in your
organization, communities?
Share with your colleague for 5 minutes.
What can you do?
Playing a small game or a big game?
Contact Damian [email protected]
Website: www.goldvargconsulting.com
LinkedIn/in/damiangoldvarg
Facebook: The Goldvarg Consulting Group
Youtube: Damian Goldvarg Channel
Thanks!!!