To Learn, is to Lead
The journey, transitional even so from an employee to a leader, can be a tough voyage to set sail and make shore. On your way up in your organization, it is essential that one must have the apt skills to become a leader. Leadership coaches have been playing a vital role in sculpting leaders. Organizations conduct leadership development programs to serve two purposes firstly, to offer employees a clear pathway for taking up managerial roles, and secondly, to help existing leaders hone their skills. It is the leadership coaches, more often than not, who carefully examine the actual requirement of every individual based on his/her capabilities.
Executives or Decision Makers do not fully comprehend that internal factors have a larger bearing on their company’s results than just external factors like market trends or competitive forces. In the post pandemic paradigm, characterized by cycles of unlearning, reskilling and competency development, organizations should increasingly revisit the traditional tenets that have shaped training interventions. Alongside this, work cohesively with assessment tools that focus on potential and intrinsic abilities, mapped to emergent market needs.
While talent development and learning professionals understand the benefits of leadership coaching, future growth and success depends on their ability to effectively scale coaching and measure the business impact.
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