Behavioral science rockstars Daniel Goleman and Richard Boyatzis have identified coaching and mentoring as one of the “evidence-based” competencies that are the building blocks of emotional and social intelligence in leadership. And to make matters even more interesting, the executive search firm Egon Zehnder offered its perspective on how corporate leadership development programs are predominantly failing in a Harvard Business Review essay, while indicating the need to give high-potential employees the coaching and support they need to thrive. Moreover, the firm’s research highlights four traits as the most important predictors of how far a leader will be able to progress: curiosity, insight, engagement, and determination.
But how can someone learn to cultivate these traits? What kind of coaching intervention is suitable for each individual case? What exactly is coaching?
As the cliché goes, “coaching can mean many things” ranging from improving employee productivity and teamwork, to career advice and mentoring, to helping someone gain new insights, navigate problems more effectively and develop integrally as a human being. There is hardly one way of coaching that works for everyone (whether on the giving or receiving end of it); and chances are that each individual may benefit from a variety of methods and styles depending on where they find themselves intellectually, emotionally, somatically or spiritually.Discover the TWELVE COACHING ARCHETYPES
start with awareness
Using the inherent power of Archetypes, the CultureTalk survey system offers a unique framework for developing self-awareness and group cohesiveness, thus opening the door to greater personal fulfillment and organizational vitality.