28. in the search of growth...

Category: Career and Purpose

28. 

A big part of the coaching resources in organisations go towards executive leadership. That is not necessarily, however,
​where it is most needed.

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It is no secret that when a company has dedicated resources for development, a significant portion of coaching resources - about 70%, data shows - are allocated to executive leadership (International Coaching Federation). While this focus makes sense in many organisations, it doesn’t necessarily mean it is where coaching is most needed.

What is truly important is what we call: readiness, the mindset of being open to coaching.

Coaching should not be seen as an exclusive resource for selected some. It is a tool for growth, reflection, and improvement for everyone who is willing to take in guidance and ready for change.
In reality, regardless of level in the organisation, the one aspect that makes the biggest difference is the person's readiness to grow and develop.

Being ready to grow means:

• Actively seeking progress: The biggest show stopper to change is our relationship with comfort and complacency. If - deep down - we actually believe there is no urgency for growth, our likelihood to do anything with the insights in a coaching session is very low.
• Admitting knowing and doing are different things: We may know what needs to be done or can be done, but putting it into practice is a different journey.
  
  

Imagine you have a team of athletes but you only assign a personal trainer to the ones who already have a golden medal. A bit far fetched comparison, but often this is how we treat coaching resources in organisations - prioritising the higher levels as we also see them as the people with more impact.

Indeed, I have heard that career skills come from many different experiences.
    Yes, our most valuable lessons may come from…