Four Reasons to Diversify Your Coaching Staff
By now, most businesses understand the importance of diversity and are finding ways to promote inclusion within their staff. They are well aware of the benefits associated with diversification such as reduced turnover, increased creativity, higher employee engagement and an improvement in company reputation. Because of this change in consciousness and inclusive business practice, many are also realizing more tangible benefits, expressed as a higher profit margin and an elevated global impact. I think we can agree that diversification is a good thing for everyone.
However, let’s not stop there. There are other ways to champion diversity in your organization in addition to your hiring practices. Within the last 10-15 years, corporate coaching has become a mainstay for successful organizations. They have recognized the importance of providing coaching opportunities not simply for their Board of Directors and C-Suite Executives, but as an added benefit within the compensation package for all employees. They understand the significant value that coaching brings to their workforces such as increased performance, job satisfaction, and innovation. Additionally, as reported by The Harvard Business Review, millennial employees desire more feedback and coaching from their employers, which is fueling the onboarding of Corporate Coaches. However, it is the intersection of Coaching and Diversity that I’d like to discuss.
There is the standing question of whether coaching is an art or science? As a Certified Life Coach and Business Coach, I believe that it is both to varying degrees. During my sessions, I employ several basic coaching methodologies in concert with other techniques that allow my clients to move from the “stuck” place and achieve their goals. Yet, it is the relationship and interaction between the coach and client that brings everything together, and that is the art of coaching. Simply put, clients who find a coach with whom they can be transparent, comfortable and vulnerable are more likely to see the best results. However, coaches are not one-size-fits-all. There are many different reasons why one may select a coach. In fact, it is a common practice for coaches to offer free introductory sessions for just this reason. They understand that the synergy between client and coach is an important key to success. Thus, when companies offer a diverse portfolio of coaches, the benefits are realized by both the staff and leadership.
There are three primary reasons to diversify your coaching staff.
Commonality Fosters Deeper Engagement
Plain and simple, people relate better to those with whom they share a commonality. Whether it is race, gender, socio-economic status or other affiliations, we tend to feel safer with those who resemble us. In response, we are less inhibited, more relaxed and foster deeper conversations. These factors lead to far more effective coaching sessions.
Trust Breeds Loyalty
When employers are able to demonstrate trust in their employees, they are generally rewarded with the loyalty of their staff. Employees want to be seen as valuable, capable and able to make decisions with regards to their work without a huge amount of oversight. After all, you’ve hired them for their expertise. Diversifying your coaching staff sends a huge message that you trust your staff’s ability to choose the coach that is best for them. Yet another step in building a cohesive organization.
Increased Productivity and Job Satisfaction
Diversifying your coaching portfolio also demonstrates that you’re focused on the results and are cognizant that there are many ways to achieve them. It shows the staff that you are aware of their differing needs and willing to provide them with multiple options to help them succeed. Your display of effort is bound to be appreciated. Likewise, employees who feel valued are far more productive, loyal and show an increase in job satisfaction and isn’t that the end-game you aim to achieve?
According to an article by the AAC&U News, the American Council on Education reports a significant increase in the number of minority students enrolling in universities. Thus, corporations will see this increase in diverse candidates reflected in their applicants. Additionally, this does not take into account socio-economic, cultural differences or those who identify as LGBTQ+. The workforce of this decade will be the most diverse ever, and it is important to stay ahead of the trend.
Offering a selection of skilled and diverse coaches shows that your organization truly understands the importance of diversity in the workplace and your commitment to it. It is another step in the right direction for businesses that wish to be a preferred place of employment and attract the best talent. Prepare now by creating coaching solutions within your company that are reflective of the population within your business. It’s definitely is a win for all involved.
Are you looking to expand coaching options for your staff?