Whether you’re a small business owner looking to run your business more effectively, an individual considering making a career change, a senior leader or HR Director at an organization concerned about succession planning and developing leadership bench strength, a middle manager wanting and needing to retain and develop team members, or someone employed at a for-profit or non-profit organization yearning to enhance your skills or get promoted, coaching is an easy, effective way to get the skills, information, ideas, tools and support you need to effect change in the new year. Whether it be leadership/executive, managerial, personal, or career coaching from which you’d benefit, don’t let the year slip away!
Why Address 2020 Professional Development Needs Via Coaching Now?
For the following reasons, we believe the beginning of a new year is the ideal time to start taking steps toward achieving your personal, professional, and organizational goals for the year ahead, and/or to help your employees do so.
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The first quarter of a new year tends to be the time when individuals bring the most energy and commitment to making beneficial changes and learning new skills
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The further individuals get into a new year, the more they tend to lose sight of their personal and professional development goals, for a variety reasons, including the fact that work and personal demands ramp up as the year progresses
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And, particularly, in New England/the Northeast (where we’re located), when summer rolls around, individuals are distracted by their desire or plans to be out and about in the sun or on vacation
That’s why, even if you or your staff are unable to participate in one-on-one or in group coaching right away, we suggest you put individual or team coaching plans in place now for the fairly immediate future (we’re thinking February, March, or April).
Need more motivation to research coaching for you or your direct reports now? 2020 looks to remain a very tight job market. Just knowing that they are valued, because of the professional development coaching you’ve put on their calendars, supports engagement and retention of top talent, i.e., your best performers/high-potential employees.
One-on-One vs. Group Coaching
We can help you determine whether or not group/team coaching vs. individual/one-on-one coaching will best meet your staff members’ needs. Many factors play into the above decision, including:
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Prevalence among team members of particular skill need or gap, i.e., area for which coaching is needed
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Team cohesiveness, collaboration, communications, i.e., how well does your team already work together and how openly do they communicate with each other?
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Nature of topic, i.e., is a coaching topic a sensitive one that individuals would not feel comfortable discussing in a group, or does the topic only apply to a sub-set of your team?
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Coverage needs, i.e., can your whole team or a large part of your team attend a coaching event simultaneously without negative impact to your business?
Professional and Personal Skills Development
Whether it be one-or-one or group coaching, some of the topics regarding which both individuals and organizations most reach out to us for assistance in the beginning of any new year include:
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Effective communications, including effective listening skills development
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Positive relationship building and working collaboratively, i.e., building a cohesive team
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Effective conflict resolution
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Effective goal setting, particularly SMART goal establishment
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Confidence/self-esteem building
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Problem solving skills development
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How to be more strategic vs. tactical
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Related to above bullet, how to have an executive presence
The above are just a sampling of the areas in which we can coach teams and individuals. We also offer one-on-one and group coaching on an extensive list of other topics, and are willing to develop a coaching program that meets your specific needs. So, please reach out to discuss how we can help you or your organization:
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Build leadership bench strength/succession plan
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Develop your executive/leadership team
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Provide guidance to new or current managers, high-potential employees, or direct reports to retain and engage them
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Plan for a new career/career transition
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Work smarter, not harder
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Build your confidence and managerial/leadership skills
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Achieve your financial and other objectives
We wish you a new year that is both professionally and personally rewarding!