The foundation for writing this academic article is to highlight coaching as a viable leadership development option and to demonstrate the significant value added for all stakeholders. The opening will highlight the significance of leadership development in organizations and suggest coaching as a practical means to achieve desired leadership development outcome. Next, the article will explain and discuss developmental coaching. Then, it will consider the value of coaching and its’ significant impact on the individual and the organization. Finally, the brief article will conclude with recommendations that leaders and organizations can use to enhance leadership development utilizing coaching as a tool.
Keywords: Coaching, Leadership, Development,
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The I4CP (2014) organization identified a couple organizations that use coaching as The Campbell Soup Company, for the organization's global talent strategy and W.W. Grainger, Inc. for their First-Time Managers program, which develops peer coaching skills “To get the best outcome from a coaching process, it is essential that it be aligned with the overall culture, values and processes within the organization.” (Chidiac, 2006, p. 15). Effective coaching processes will cause growth and change, benefits, that all stakeholders – leaders, followers, and the organization – can reap. The recommendation is to create a coaching culture within the organization. Leadership That Works (2018) offers seven conclusive steps that organizations can implement that will influence leadership development and increase organizational effectiveness.
1. Perform a coaching culture assessment – Conduct a coaching culture assessment, it reveals strengths and opportunities, and helps you anticipate the challenges of developing a coaching culture
2. Address resistance to change –Have to find out and address the intention of the resistance to change…it helps people feel