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Coaching is one of the most effective ways an organization can improve the way it works. From the C-suite down to frontline managers, everyone should have access to coaching programs.

A recent LHH-LinkedIn poll found 47 percent of respondent organizations were planning significant overhauls of senior leadership, with six percent predicting a “total overhaul.” Less than one-third of respondents did not anticipate any changes in their executive leadership teams.

Traditional leadership development can be very effective on its own. However, coaching can take the skills, behaviours and mindsets that form the curriculum in a classroom or group learning experience and turn them into personal, customized solutions that help leaders learn more, more quickly, and retain that knowledge longer.

I work in a “high-touch” business where face-to-face meetings often mean the difference between bringing on a new client or losing out on a prime opportunity. I knew I had to find ways to replicate those high-touch moments in a socially distanced context. I’m not saying it’s been easy, but there have been breakthroughs.

Working through the pandemic, HR leaders have been forced to be more innovative in reshaping long-standing HR policies and practices to look for more strategic, flexible, and adaptable ways of managing their people function.

When building a coaching culture, leaders must keep these three must-know qualities in mind to successfully create the conditions to generate new ideas while keeping employees confident and engaged.

The pandemic has been a catalyst for unprecedented transformation, prompting leaders to change their views on their values and value systems—and redefining what it means to be a leader.

Handling employees raise requests effectively is crucial for maintaining motivation, retention, and workplace morale. Managers must navigate salary negotiations with care, ensuring fair compensation while fostering a positive environment. By implementing key leadership skills and HR best practices, you can not only address salary concerns but also reinforce employee loyalty and enhance performance. Learn how to respond to raise requests strategically, balancing organizational goals with individual needs.

In the wake of COVID-19, leadership is being redefined with a focus on resilience, adaptability, and effective communication. Leaders now need skills in fostering psychological safety, engaging remote teams, and navigating organizational culture shifts. This evolution in leadership styles is essential to meet the demands of the future of work.

As CEO of Foodstuffs North Island, New Zealand’s largest grocery retailer, Chris Quin wanted to improve the overall leadership culture of this well-established co-operative by making his leaders more accountable.