Why is coaching important?

Because organizations don’t change until people change.  People need help changing; coaching is a powerful tool to facilitate that change. 

Today, too many employees - your organization’s most critical resource - are living in chronic states of overwhelm, frustration, and confusion. Ironically, as technology advances to allow for greater collaboration people feel more isolated than ever.

“Companies are filled with alienated employees who feel underutilized and ignored, and are either coasting or searching for new jobs elsewhere. A whopping 70% of U.S. employees say they feel either ‘not engaged’ or ‘actively disengaged’ at work.  Rather than worry so much about the war for talent in today's tight job market, executives ought to focus on the waste of talent in their ranks. Many don't spend nearly enough time making sure the people under them learn and grow on the job.

"Managers Lose Talent When They Neglect to Coach Their Staffs"
Gallop in WSJ
March 19, 2007; pg B1

In today’s economy organizations are stretched, increasingly virtual and constantly transitioning. To be successful individually and as part of larger team leaders must remain in change mode constantly, dealing with immediate challenges while maintaining a forward-looking approach.

Organizations expect a great deal from their leaders:

• create unity within their teams, often faceless and global
• introduce and guide their organizations through change
• lead by example, with integrity

Glass Onion coaches assist leaders in clarifying their performance as:

Designed to be a collaborative and powerful relationship, coaching:

• is a mechanism to hone skills and avoid obstacles
• offers an extraordinary level of support while challenging people to grow
• promotes your organization’s investment in its people

In a series of sessions individuals are able to consider their work, responsibilities and ambitions within the context of operational expectations and begin to anticipate strategies to  deal with change successfully.

• Intentions: more than what do you want to DO - who do you want to BE?  What is behind this objective?
• Meaningful Objectives: What specifically do you want to accomplish and what makes this meaningful for you?
• Learning Plans: Every new intention or objective has a learning component so what do you need to learn in order to accomplish this?  What resources do you need?
• Frameworks: What is your theory about how this will work?  What is your theory about success and how you will attain success?
• Environments: How well does your current environment support this objective?  What have you been tolerating that will drain your attention from what you need to do?

Are you living a life that others are inspired to follow?