Less young people want to work for large organizations; according to the Harvard Business Review seven out of ten millennials want to be their own boss. Thus, any organization that wants to be successful in the future needs to put extra effort in attracting and developing future talent. "Today's top talent does not want a boss, they want a coach" as the Gallup research below indicates.
A problem may be that when you hired today's leaders, "coaching" might not have been in their job description, yet.
Are your leaders today ready to use coaching skills to develop your top talent? If not, how are you going to get them up to speed?
If you would like to find out how you can use coaching to attract, develop, and retain top talent, contact me now for an initial consultation without any obligations: firstname.lastname@example.org
Failing to develop leaders is the single most expensive mistake a leader can make. With that in mind, Gallup took a comprehensive look at the current state of performance management -- including interviews with top scientists, leaders, managers, meta-analyses involving hundreds of studies, and using its own database of more than 60 million employees. Gallup's research suggests this: Today's top talent does not want a boss, they want a coach. "Performance management" must be transformed into "performance development" -- an approach that focuses on growing leaders, not just keeping employees accountable. All other conversations -- about new scoring methods or digital tools -- should be grounded in this new developmental, future-oriented mindset. Gallup analytics suggest that leaders who want to develop their managers into successful leaders must focus on three things: - establish expectations - continually coach - create accountability