As it is today the work force is crowded, diverse, and unevenly talented. However, most importantly and most challenging, today’s work force is composed of five generations. Meeting this challenge and being successful at attracting and retaining needed talent is critical to an organization’s current and future success. At Executive Ally – Miles LeHane we believe that the essence of Employable Talent is twofold.
First, entrepreneurs, talent managers, and HR managers must bring into the organization individuals who are aware of their own unique contributions as well as their blind spots. These individuals need to have the skills and awareness to succeed today and gain the trust and respect of others in tomorrow’s ever-changing environment.
Second, as our nation is currently undergoing a redefinition of the World of Work and what the new employment agreement looks like, it is vital to recognize that it is the company’s responsibility to help keep talent employable and not just simply employed. Gone are the days where an employer owes an employee a job in exchange for hard work and loyalty. No longer are employees entitled to jobs simply because they have not done anything to lose them.
In order to navigate this new world of employability and maximize your work force a solid understanding of the Four Pillars of Employable Talent (Resilience, Balance, Strategic Career Planning, and Financial Planning) is vital. Finding the right balance of these Four Pillars within your organization, as well as within any potential candidate, is the key to recruiting, attracting, retaining, and keeping your talent employable.
Employable Talent Coaching Services
Coaching begins with a structure that is customized balanced to focus on the mutually “contracted” success objective agreed to by the Stakeholder (usually the employer), the Participant (entrepreneur, executive, manager or technical professional), and the Coach.
Employable Talent works with five Coaching Models
Employable Talent Coaching for Leadership: Here, the focus is on leadership support at the top of an organization. The higher one goes up the corporate ladder, the fewer peers there are to whom an executive can turn for support. The old adage, “It’s lonely at the top,” certainly applies here. Our Coaches become the support base for the executive—exploring the issues with which the executive must deal.
Employable Talent Coaching for Development and Success: This type of coaching focused on current or future assignments or opportunities. This is an undertaking to “groom” an executive for that next step. We all have our strengths and weaknesses. Our coaches explore with the executive which attributes helped get him or her to their present position, and what attributes might be or have been a potential anchor to hold them in place. “Accentuating the positive” is the thrust of this model.
Employable Talent Coaching for Performance: The concentration of this type of coaching is on enhancement for current and future challenges. Does a manager have a rough spot to be smoothed out before he or she is ready for that next advancement? This model addresses a single issue—a weakness—a flaw that needs to be explored in depth, whether it is a personal characteristic that needs to be changed or a business skill that needs to be improved or altered.
Employable Talent Coaching for Defined Project: Organizations are constantly experiencing change at a rate beyond normal time requirements that would allow a gradual transition. Project coaching enhances successful transformation in a condensed time frame and reduces unintended negative consequences.
Employable Talent Coaching for Balance: The underlying principle is that people are naturally resourceful, creative and whole. From a practical standpoint, this means that with guided probing questions, they will find solutions within themselves. They are fully capable of finding their own answers, with the coach being more of a guide, rather than an advisor or mentor. The role of the coach is not to tell them what to do, nor is it to “fix” them. Rather, through deep and curious questions, let them discover their own way out of their box. A consultant helps solve a particular set of problems, whereas a coach helps the client discover themselves as they create the life they envision.
Other Employable Talent Coaching Services:
Employable Talent Business Management Coaching / Remote: A Focus is on providing tactical support to a field operations manager.
Employable Talent Group Coaching: Change management is a typical driver for this coaching model.
Employable Talent Business Unit / Team Coaching: Team effectiveness especially with a senior manager or acquisition assimilation influences the coaching model and approach.
Employable Talent Retirement Coaching: Transitioning to an encore career or a new lifestyle.
Employable Talent Assimilation Coaching: A fast track support for the new executive team member.
Employable Talent Career and Life Balance Coaching: Supporting personal management of balance.
Employable Talent Process Approach
Develop a Customized Process – that is the key to our approach. Not simply a program off the shelf, but a customized program to meet the Stakeholder’s needs.
Employable Talent “Contract for Success” is established between the Stakeholder, the Participant and the Coach, by an in-depth exploration of the issues prior to starting the coaching activity. Many professional athletes use a personal coach to help them fine-tune their skills. Should it be any different in the world of business? Having a coach is an essential ingredient for any successful organization in a fast-paced, ever-changing business environment. Our years of coaching experience allow our coaches to effectively impact professional `development for your current and future leaders.