By Pam Thornton
Our workplaces are more dynamic than they have ever been. HR professionals are coaching and developing employees every day as they manage through conflict, problem solve to create solutions and prepare the workforce for change that is constantly coming. Coaching is a critical component to organizational success. But knowing when to bring in a professional coach to help can make the difference between reaching new levels of success or falling short of your team’s potential. How do you know when it’s time to call in reinforcements?
When you’re considering coaching for your employees, timing and willingness are everything. Not every employee is ready for a coach. Before you embark on this journey, you need to gauge “coaching readiness”, which is “the level of openness and alignment needed for coaching to truly succeed. Answering important questions like – Is the employee open to feedback? Are they motivated to change? If they aren’t, they may not be ready for coaching.
Coaching can be extremely effective in many situations. It’s used in times of leadership transition, to improve performance and to build and develop employees and a high performing culture, just to name a few.
Leadership transitions are an ideal time to call in a coach because they align employee ambitions with company objectives, setting everyone up for long-term success. A coach can assist new leaders in developing critical skills like strategic thinking, people management, and effective communication. This can reduce the learning curve and allow them to build the confidence they need to thrive in their new role.
Sometimes, employees struggle in specific areas that impact their performance. This could range from time management to communication skills, or conflict resolution. A coach can provide tailored guidance, helping the employee address these gaps through targeted exercises, feedback, and actionable goals. This kind of intervention allows the employee to focus on areas of improvement without affecting the overall team dynamic or productivity.
High-performing employees often want to see a path forward within their current organization. Investing in a coach to support these individuals as they work towards their career goals demonstrates that you’re committed to their growth. Professional coaches can assist with skill development, goal setting, and achieving clarity around career aspirations. This proactive approach improves retention by showing employees that they are valued and supported on a personalized level.
Organizations aiming to create a culture of high performance can benefit immensely from coaching programs. High-performance coaching encourages employees to set ambitious goals, challenge themselves, and overcome obstacles. Coaches bring strategies for cultivating a growth mindset, empowering employees to see setbacks as opportunities.
Coaching isn’t a one-size-fits-all solution! The best time to bring in a coach is when employees face challenges that require new perspectives or skills. Whether preparing for leadership, addressing performance gaps, or building your culture, coaching can be a powerful tool to empower your team. We need everyone rowing in the same direction as we navigate these rough waters of constant change in our workplaces. Investing in coaching enhances team dynamics, fosters a culture of continuous growth, and can build resilience across your organization as you pave the way for future success.