The Swiss army knife of talent development is leadership coaching!

 

Talent development has multiple needs.  Is there a talent development program or tool that serves various talent development needs?  Leadership coaching is such a tool and is the Swiss army knife of talent development.  Leadership coaching helps develop high potentials, succession planning, build a leadership pipeline, help leaders transition up and across, and overcome technically brilliant employees’ derailing behaviors.

 

Read : Which is the best leadership development program?

Talent development needs 1:  Developing high potential employees.

 

A high potential employee is the one who has the talent, willingness, and commitment to take up leadership roles.  They can deliver significantly better business results as compared with an average employee.  They also demand more support, investment in their development, and a clear career path. If companies don’t motivate, challenge, and develop them, they will leave for better opportunities.  It is essential to identify, develop, and retain high potential employees, or else the competitors will benefit from their ability and drive to achieve results.

 

Marshall Goldsmith Stakeholder Centered Leadership Coaching a talent development program that is very well suited to developing high potentials as it delivers measurable leadership growth for the high potential leader. It provides the necessary support and engagement to the leaders and helps create a culture of openness and dialogue within the leader’s team.

 

 

 

Talent development needs 2: Leadership pipeline and succession planning.

 

The right talent is always in high demand.  Employee turnover is ever increasing, especially with the younger workforce.  Building a leadership pipeline and planning for succession is becoming an increasingly important part of talent development.  For any company, it is essential to identify critical positions and develop a successor.  When a dangerous situation is vacant either because of retirement or attrition, there should be a successor in place.  If one employee, in a crucial position in the organization, leaves, the talent management team should have an internal replacement who can take up the higher role.

 

Marshall Goldsmith Stakeholder Centered Leadership Coaching is a talent development program that helps develop specific behavioral skills for the leaders.  It delivers measurable leadership growth for the successor, so they are ready to take up higher positions as and when a need arises.

 

 

 

 

Talent development needs 3: Help leaders transition up and across.

 

We often ask leaders to transition up or across the organization before they are ready.  This usually happens due to urgent business needs such as – crises, taking advantage of business opportunities,  large projects, or critical deadlines.  Such situations have enormous consequences and severe implications for business performance.

Despite the consequences, companies take the sink or swim approach knowing that the leaders do not have enough time to develop the competencies required to transition up or across.  Handled correctly, these situations also become an excellent learning and growth opportunity for the leader if we support them with appropriate developmental activities.

Marshall Goldsmith Stakeholder Centered Leadership Coaching is a talent development program that helps the leader to develop specific behavioral skills. The leader may need to establish these skills but may be uncomfortable doing it without proper coaching.  It is a customized approach to help the leader rapidly ease into a new role. Without this support of leadership coaching, the leader may fail in a unique position, and it may end up costing the company dearly in terms of missed deadlines or lost opportunities.

 

 

 

 

Talent development needs 4:  Overcoming derailing behaviors of otherwise technically brilliant employees.

 

We hire employees because of their technical skills and often fire them because of their behavior.  Many technically brilliant people sometimes have behavioral issues that become a problem for the entire team.  They are too valuable to the company to let them go, but their abrasiveness is intolerable to other team members.  How do you handle such a scenario?  Behavioral coaching is one of the best tools to take the leader from awareness to acceptance, action, and achievement of the desired behaviors.

Read: Everything you ever wanted to know about executive coaching

 

NAL Triple Advantage Leadership Coaching.

 

That delivers guaranteed and measurable leadership growth.  It is based on a stakeholder-centered coaching process with a 95% effectiveness rate (in a study or 11000 leaders on 4 continents).  It is used by companies ranging from startups to 150 of the Fortune 500 companies to develop their leaders.

Here are some of the salient benefits of NAL Triple Advantage Leadership Coaching

Time and resource-efficient: The leader does not have to leave work to attend training programs.  We go to the leader and her team.  And it only takes 1.5 hours per month. The rest of the time, the leader is working to implement with her team.

Separate and customized improvement areas for each leader: Every leader is different.  One size fits all approach doesn’t work.  Individual development areas for each leader aligned to the business strategy.

Involves entire team: Unlike most leadership programs, NAL Triple Advantage Leadership Coaching involves the leader’s entire team, and it has a cascading effect – increasing the team effectiveness and improving organizational culture.

The leader becomes the coach: for continuous improvement for leaders themselves and their teams. It is like kaizen for your leadership development.

Cost-Effective: Our entire one-year coaching engagement often costs less than sending the leader to a short duration leadership program at any reputed B school.

Guaranteed and measurable leadership growth: as assessed – not by us – but anonymously rated by the leader’s own team members.

Pay us only after we deliver results! : We work with many of our clients on a pay for results basis.  What does it mean?  If the leaders don’t improve, you simply don’t have to pay us.

 

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