Home Concepts Strategy Future of Coaching Ten Trends Driving Organizational Coaching

Ten Trends Driving Organizational Coaching

45 min read

Project managers (PMs) are now put through a training program called Coaching with an Edge™ that focuses on core coaching competencies. One week of practice coaching their colleagues on actual work challenges is sandwiched in between two weeks of classroom training. Trainees must document tangible results with their coachees in order to complete the certification program. Once certified, PMs are assigned to a project team to prepare, attend, and debrief client meetings using their new coaching skills. Sales metrics measure the degree to which additional business results from the coaching engagement.

Three years into the program, 110 of the firm’s 200 managers have gone through coaching skills training. The goal is to have everyone certified by the end of 2016.

Google, Microsoft, Cisco, Oracle, and Hewlett-Packard are among the name-brand tech firms that leverage the power of coaching in their leadership development programs. One of these firms trains leaders at all levels to use a peer coaching process called Action Learning to help people solve their own problems by asking questions, rather than giving advice. Typically a group of 4-8 peers from different parts of the organization form an Action Learning team. One participant presents a real-life problem or challenge. Team members then help the problem owner refine, reflect, and ultimately resolve their challenge by “asking, not telling” them what to do. The less that teammates know about the issue, the better – as it keeps them in coaching (and out of advising) mode. More than 100 certified Action Learning coaches inside the organization now work with teams from the U.S. to China.

“Asking questions had been kind of counter-culture here,” says one early Action Learning coach. “Over time, we started hearing people say, ‘This is changing how I think about myself as a leader.’ And that’s been very impactful to our culture.”

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  1. Rey Carr

    December 27, 2016 at 2:34 pm

    With the increasing use of polls and surveys by different coaching groups or independent survey firms, it has become more difficult to integrate the different findings into a coherent picture.

    Carol Goldsmith integrates the results from different surveys/interviews brilliantly in this article; and for those with a short attention span, she’s even included the top 10 in an executive summary.

    Most of the organizations that conduct coaching surveys do not point out the limitations of their instrument or data collection procedures. However, when such surveys are combined, as they are in this article, the resulting data can be more credible.


    • Carol Goldsmith

      January 2, 2017 at 10:33 pm

      Thank you for the kind comment, Rey. Glad you found the article to be useful.
      Be your best, Carol

      Carol Goldsmith, PCC, NLPT
      The Discovery Coach


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