What's been a pleasant surprise in the last two years is that the coaching industry and the coaching movement has gone from this concept of, "It would be nice to coach if we had time," to organizations stating, "We must coach our employees." This has been, needless to say, refreshing.

This still begs the question- how do we motivate our managers to coach?

This article is not about how to coach,..

One of the things that we hear in our business all the time is the need to build management talent from within. So often companies will spend 20 to 30% of salaries to enable a recruitment company to find them suitable talent. First of all there is nothing wrong with this and nor should recruitment firms be blamed for this. In fact there needs to be a hybrid model so talent is being recruited as..

When we talk about career development and talent retention let me state what I believe are some obvious assumptions:

We need to validate coaching and what it can do for an organization outside of just simply sales or customer service metrics. One of the best ways we can measure the effectiveness of coaching is our ability to recruit through our staff as well as reducer turnover. It has been researched that hiring new talent can cost organizations anywhere from 25 to 40% of the first year salary.