If you have not experienced the reflective practice of coaching supervision, know that it is not the same as mentor coaching. It can be both professional and spiritual, offering space to recharge and look at what we do with fresh eyes. What is Coaching Supervision? → https://lnkd.in/gcf4SdYg

𝐖𝐡𝐲 𝐋𝐞𝐚𝐝𝐞𝐫𝐬 𝐍𝐞𝐞𝐝 𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠? "Coaching is a personalized engagement where a trained coach and a leader work together to achieve specific outcomes. Coaching provides time and space for reflection, helping leaders gain self-awareness, expand their perspectives, and discover ways to address current challenges and prepare for future priorities. Through this partnership, leaders develop deeper insights that guide their growth and leadership effectiveness. 𝐎𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧𝐬 𝐭𝐮𝐫𝐧 𝐭𝐨 𝐜𝐨𝐚𝐜𝐡𝐢𝐧𝐠 𝐭𝐨 𝐚𝐝𝐝𝐫𝐞𝐬𝐬 𝐧𝐞𝐞𝐝𝐬, 𝐬𝐮𝐜𝐡 𝐚𝐬: • 𝐒𝐭𝐫𝐞𝐧𝐠𝐭𝐡𝐞𝐧𝐢𝐧𝐠 𝐭𝐡𝐞 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐩𝐢𝐩𝐞𝐥𝐢𝐧𝐞. Prepare people identified through succession planning or talent reviews before or after they move into a new role. • 𝐀𝐝𝐝𝐫𝐞𝐬𝐬𝐢𝐧𝐠 𝐬𝐤𝐢𝐥𝐥𝐬 𝐠𝐚𝐩𝐬. Provide guidance and accountability for learning or improving skills such as communication, delegation, and managing others. • 𝐂𝐨𝐦𝐩𝐥𝐞𝐦𝐞𝐧𝐭𝐢𝐧𝐠 𝐫𝐞𝐭𝐞𝐧𝐭𝐢𝐨𝐧 𝐞𝐟𝐟𝐨𝐫𝐭𝐬. Offer coaching as a benefit to support leaders’ engagement, growth, and learning. • 𝐑𝐞𝐢𝐧𝐟𝐨𝐫𝐜𝐢𝐧𝐠 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐨𝐫 𝐜𝐮𝐥𝐭𝐮𝐫𝐚𝐥 𝐜𝐚𝐩𝐚𝐛𝐢𝐥𝐢𝐭𝐢𝐞𝐬. Support key people to implement shared priorities. • 𝐒𝐭𝐞𝐞𝐫𝐢𝐧𝐠 𝐥𝐞𝐚𝐝𝐞𝐫𝐬 𝐭𝐡𝐫𝐨𝐮𝐠𝐡 𝐝𝐢𝐬𝐫𝐮𝐩𝐭𝐢𝐨𝐧. Create a sounding board and guide for executives making decisions in complex and uncertain environments. Individual coaching — when integrated into core and customized leadership training solutions — enhances leaders’ self-awareness, perspective, sensemaking, goal attainment, and application of their learnings to their role. Coaching for executives, a focused form of individual coaching, helps them lead under pressure and use their strengths more effectively. ------------------------------- Source: Center for Creative Leadership #Coaching #Coaches #LeadershipCoaching #ExecutiveCoaching #LeadershipDevelopment

A former professor of mine, and still one of my favorites, M. Laurel Walsh, recently shared a great Center for Creative Leadership article on coaching and talent development that stopped me in my tracks. She’s the one who taught me how to argue effectively. How to think with structure. How to choose words carefully (and yes … to respect grammar😏). But more than anything, she taught me that clarity of thought changes outcomes. Those lessons became foundational. In 2009, I became certified as a leadership coach through Coach U, Inc. What started as a stretch opportunity became a defining thread in my leadership career. Over the years, I’ve integrated coaching into leadership development strategy tied directly to business performance, particularly during change, transition, succession planning, and moments when readiness truly matters. My specialty! Here’s what I know: ➡️ Coaching isn’t remedial. ➡️ It isn’t soft. ➡️ And it certainly isn’t disconnected from results. When embedded well, it sharpens executive thinking, accelerates talent, strengthens succession pipelines, and creates steadiness during complexity. Some of you here have been coaching clients. Some of you coached me during certification. Some of you may not realize how deeply this work has shaped how I lead and support leaders today. In seasons of growth, transformation, and strategic acceleration, the quality of our thinking matters. ✨Grateful for teachers who planted seeds early. ✨Grateful to continue doing work that strengthens leaders and the systems they steward. Thank you, M. Laurel Walsh! #LeadershipDevelopment #ExecutiveCoaching #TalentStrategy #SuccessionPlanning #ChangeLeadership

Thinking about Coaching for your organisation? Here is a great primer on Coaching for Talent Development that will shape your coaching approach and strategy and YES it is research based!

Thank you to the Center for Creative Leadership for sharing this important research on coaching for talent development. It is valuable to see evidence-based insights that reinforce how structured coaching can strengthen leadership capability and create measurable impact across organizations.

I highly recommend this insightful report. As a Coach who serves on some of Center for Creative Leadership’s amazing leadership programs, I’ve experienced further growth professionally through my affiliation and use of their resources like this report.

A lot of people say, “I tried coaching. It helped me feel better, but nothing really changed at work.” That’s because not all coaching is trying to solve the same problem. There are (at least) three broad types of coaching: Talk-therapy style coaching, Skills-based coaching and Outcome-focused coaching.  All three have their place. When you think of “coaching,” which of these three do you picture?

Why coaching often fails ? Most coaching fails for one simple reason: it’s vague. “Be more empathetic.” “Control the call better.” Without specificity, feedback becomes noise. Effective coaching explains what to do differently, and why it matters.

During my morning walk and workout today (again with some self reflection.) I’m reminded about the importance of coaching. It’s not easy to coach people, but if there’s something, even a small recommendation— it can go a long way. I ask myself regularly, “what could I have done better?” Self coaching is ok but is limited as others can add more perspective. If you’re not coached, be sure to ask others, “what could have done better?” With that, don’t take “nothing, that was great” as an answer. There is always room for improvement.

I love coaching. I am a coach. I’ve used tons of coaches. However, the term “coaching” gets thrown around a lot these days. There are tons of “coaches” out there that are not coaching or delivering a watered down product. Before you spend your money on a coach, check this out.