Tell me if this sounds familiar: you heard about executive coaching from your friend and it sounded like something you could benefit from. Still, just imagining asking your manager to pay for it, immediately triggers the negative self-talk and the worst of assumptions “she/he will think I have a problem?”.
First things first, coaching should not be introduced only once you have identified “the problem”. Coaching should be a support thanks to which you are constantly stepping up and living up to your full potential. There is a beautiful quote by the late Jim Patterson: “We do not coach for a problem to be fixed. We coach for a life to be lived” and great coaching can truly do that- take a particular situation or issue and use it as a lens to look at who you are as a person, what is truly important to you and what needs to happen for you to honor that.
This being said, do not wait for coaching to be “suggested” to you. Take accountability for your own professional development by asking your employer to make coaching a regular support of your professional and personal growth.
The numbers clearly show that 2019 will be the tipping point in the L&D industry with over 43% of talent developers expecting a noticeable budget increase, a significant portion of which is reserved for internal or external coaching.
So, how to request coaching as a part of your development support:
- ) Do your research about the specific courses of your interest or on an executive coach you’d like to work with. Share their program so that your manager has plenty of background about the kind of coaching you are interested in and its impact.
2.) Tara Mohr says: “Talk about how your participation will benefit your employer” or simply put: what’s in it for them? Think about what business goals your team is trying to achieve right now, and how will your participation in this particular coaching improve your ability to help them achieve those goals?
3.) Connect it to a recent feedback you got from your manager, whether it was through a formal performance review or the last 1on1, during which you both agreed on a specific area for your development and explain how this training relates to those areas.
4.) Share the ways you will not only use the learning for yourself but also bring it back to your team or larger organization.
5.) Check your mindset. Just before you go in to have “the talk” take a minute to make sure you are clear on why you deserve this. Be clear on the value you are already bringing to your organization and imagine specifically what you wish to achieve through coaching and how your organization will benefit from that.
Be confident and go for it. You might just be pleasantly surprised.
Let us know if you have questions – simply comment, or send an email@example.com – we are here to help!
The Big C team.
Adamant shifter of status quo, Nada believes that clarity comes from action.
With Masters in Communication Science, she has spent over a decade challenging corporate environments and their rigidity to open up to creativity, innovation and transparent communication. After successfully developing global beauty brands she understood that it is more fruitful and sustainable to develop the people behind them.
Certified Professional Co-Active Coach (CPCC) trained by the Coaches Training Institute and Associate Certified Coach (ACC) by International Coach Federation with a gift of connecting people to their most courageous self.
Firm believer in the power of mindset, work-hard, play-hard mentality and a little bit of magic.