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 Damian@goldvargconsulting.com

Website: www.goldvargconsulting.com

LinkedIn/in/damiangoldvarg

Facebook: The Goldvarg Consulting Group

Youtube: Damian Goldvarg Channel

Thanks!!!