This blog spends a fair amount of time an energy focusing on the importance of coaching and developing others. There is a good reason for that. Great leaders know the significance of coaching and developing their employees, and the rewards and benefits doing so facilitates.
Coaching and developing others entails helping them to stretch beyond their perceived limits, while offering guidance, leadership, and inspiration. In doing this, both the leader and the employee must take the time to assess the present situation (a baseline of sorts), define a goal, and develop a plan of how to reach that goal. In essence, coaching and developing others requires the development of a vision and strategic objectives. The relationship between coaching and developing others and the achievement of vision and strategic objectives is that of a journey – one that requires awareness, commitment, effort, and forward movement.
Coaching and developing others can equally benefit the coach and the employee. Taking the time to coach and develop people allows a company to gain more valuable and capable employees. Having a manager take the time to coach and develop an employee benefits that employee by allowing them to grow, advance, and contribute. Both sides can achieve vision and strategic objectives.
