Selecting coaches is not always easy.
Organisations are becoming savvier consumers of coaching which means managing the selection of external coaches to ensure those relationships are as productive as possible.
Its important to have a well-defined purpose for coaching.
In the light of many organisations doing away with annual appraisals and performance reviews, managers clearly benefit by developing coaching skills, but what about feedback?
Managers and leaders are increasingly replacing performance appraisals and performance management with a more strengths based approach as these methods haven’t been efficient and adequate enough in our volatile and uncertain world.