As an organizational psychologist, I get asked a lot about coaching work. Many assume that only those who are high up in the corporate hierarchy deserve to have an executive coach, like a badge of honour. Coaching is for those who are in need regardless of where they are in the organization. Coaching for all should be the norm, especially when we are now seeing how the traditional organizational structure has changed and will continue to evolve.
As more and more organizations talk about the growth mindset and agility, they expect their employees to be able to decide and perform differently from what they are used to in the past. Such expectation is not achievable by merely making employees attend training on growth mindset and agility, and it is more than that. These employees should be able to practice what they have acquired in a safe space, and this is where a coach will come in handy.
Coaching is about helping others deal with issues they face at work, guiding them to explore alternatives and apply their thinking differently. A coach is a trusted partner and acts as a sounding board, for the employees throughout their coaching journey. The vital part of any coaching process is to enable those who seek coaching to be able to achieve or at least to be one step closer to achieve the goals they have set for themselves. Individuals who received coaching are equipped with tools that will help them in dealing with issues at work. These individuals who are empowered can only become a great asset to the organizations.
Therefore, organizations need to create an environment that encourages coaching as a form of development initiative for their employees.