Editor’s Note

The performance-driven coaching and development-driven mentoring are both effective approaches to talent development within an organization. For individuals, coaching and mentoring can help realize their potential and propel their careers. And for organizations, it can expedite the building of a strong talent pipeline, foster a culture of collaboration and innovation, and enhance performance. Yet, despite the enormous potential of effective coaching and mentoring, many organizations fail to get it right, leading to disengaged employees, turnover, and unrealized potential. 
 

To better understand potential best practices and what the future holds, HR.com’s HR Research Institute conducted an extensive study of human resources (HR) professionals and developed a full report, The State of Coaching & Mentoring 2020. To learn more about the survey and to get key takeaways on how organizations might become more successful in fostering better coaching and mentoring programs, please read the complete report in this issue.

Regardless of political persuasion, we can all agree that the U.S. has witnessed an epic failure of leadership across virtually every level, function, and branch of government. One of the great truths revealed here is that no one – no matter how experienced – can just operate out of what they “already know” in the world in which we live. If we are to avoid crises like this in the future, corporate and government leaders must remain aware of some simple truths. To learn that and more, read Andrew J. Blum’s article, How Good Executive Coaching Might Have Prevented The COVID-19 Crisis In The United States.

With COVID-19, businesses are plagued with decisions on how to compete and address ways to stay in business or adapt to a new way of doing business. How can leaders seize opportunities? How can they know that they are making the right decisions? How can leaders choose when to lead and when to follow industry trends? Now is the time to focus on building human centric organizations that deliberately develop their workers. Read Dr. Deb Hedderly’s article, Why Leaders Need To Bring Mindfulness Into their Coaching Practice that talks about how mindful coaching can build a resilient workforce.

A coaching culture can transform an office from gridlocked and overwhelmed, to a place where every team member shows up as their full self and wholeheartedly supports their peers. While a coach can be transformative, every leader within an organization has the ability to instigate this shift and empower their teams by adapting coaching skills. For top foundational methods to get you started, read Rachel Bellack’s article, Five Coaching Skills Leaders Can Use To Empower Their Teams.

Apart from these articles, there are also a few other informative articles and interview segments on various facets of leadership in this issue. We hope you enjoy reading and look forward to receiving your feedback.

Last but not least, we believe that there is no better way to connect with people than by sharing your leadership story. If you have one, send it to us.  

Happy Reading!
 

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