What is coaching in Agile?
Agile talent practices involve providing managers or leaders with coaching skills during 90-minute live conferences which take place weekly.
The leaders/managers also engage in learning sessions which spread out the activities taken in validating learning with their peers, clients or suppliers.
Peer-to-peer feedback is incorporated in training too: companies usually create teams (or tribes, as I like to call them) to share ideas and tactics and this is happening in CoP (communities of practice). It is the companies' duty to create the safe social environment where people can share failures, opinions and learning activities freely, without fears that somehow their managers will use that information against them!
Why? Because people need a save working environment in which productivity and efficiency is strongly related to collaboration with the team and support from within.
Sometimes existing employees make the best coaches when they are willing (having the intrinsically motivation) to support other fellows in their agile journeys. Moreover, by assigning the role of coach to one of the company's members, a company pass on the message that results and experience are highly appreciated.
Companies should simplify the performance review process, separating evaluation from development discussions, thus eliminating talent calibration sessions and having more spare time for employees’ growth. This is a must for the future of work and for an environment guided by an agile leadership.
Contributing to the professional and personal growth of employees who have great capabilities and relationships with their managers or leaders will increase engagement and will, therefore, help the company innovate and move faster.
Some (final) thoughts
Learning is the foundation of innovation and without it a company will die, sooner or later!
The best coaches come from within the organisation!
You cannot afford in our digitalisation world not to be agile and just to do agile.
This article is part of a bigger topic called Employee Engagement.