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Upgrade your talent management strategy and transform your workforce into high-performing, inspiring and resilient leaders.
62% of organisations with a strong coaching culture improved the retention of top performers. (IFC, 2019)
Companies with high-performing L&D programmes are 58% more likely to have strong revenue and market leadership. (Linkedin, 2019)
54% of organisations with a strong coaching culture were classified as high performing (compared to 29% of those without one). (ICF/HCI, 2019)
76%
76% of employees say they don’t receive enough training and development.*
94%
94% of employees would stay at a company longer if it invested in their career development.**
18%
18% of employees across industries and countries are poised to quit within 3-6 months.***
* CoachHub Global Coach Buyer Survey 2021 ** Linkedin 2021 *** McKinsey 2021
Explore how focusing on employee experience and career development transforms talent attraction and retention.
80% of coachees agree they have gained competencies useful for their profession. (CoachHub 2020)
37% higher employee productivity in organisations with a robust learning environment. (Association for Talent Development 2019)
96% of companies plan to reapply coaching in talent development. (ICF 2021)
Traditional training often lacks real-world applicability in today’s VUCA environment. Coaching provides targeted development, equipping leaders with skills to navigate uncertainty and complexity effectively.
Key challenges:
High potentials are crucial for long-term success but face risks of attrition, burnout, and stagnation with traditional training. Coaching offers a more effective, personalised approach to unlock their potential.
The transition to a managerial role is often challenging. Traditional training may fall short, risking team morale and productivity. Coaching supports these new leaders, enhancing their capabilities for team management.
Middle managers play a critical role in driving an organisation’s success, but they often face unique challenges that require specialised training and support. Coaching provides tailored guidance to navigate these complexities, enhancing leadership effectiveness and decision-making skills.
Effective sales coaching improves sales performance, increases revenue, and enhances customer satisfaction. It cultivates essential soft skills like empathetic communication, relationship building, and adaptability, crucial for long-term success in sales.
Tailored programmes for your people, measurable impact for your organisation.
Leverage our holistic coaching framework to assess strengths, grow core leadership competencies and meet your company’s goals.
A global pool of 3,500+ seasoned coaches available in 80+ languages.
Connect your talent pool with the world’s leading coaches and bring out fresh insights, practices and perspectives to solve operational challenges.
Transformative learning experiences.
Extend the impact of coaching with our on-demand library of 8000+ micro-learning activities, curated content collections and personalised recommendations.
Client Success Story
“What was great is that you’re able to reidentify or identify your existing strengths and also what’s preventing you from moving forward.”
Laura Devoucoux – Head of Global Consultant and Specialist Advisor Relations – Natixis Investment Managers
“CoachHub perfectly supports the development of our managers and should definitely be part of modern management development.”
Aleks Sibilia
Senior Manager Learning & Organisational Development – Soundcloud
“This platform is going to help our leaders to be a better leader in the future and to develop themselves more freely.”
Burak Başarır
CEO – Coca-Cola İçecek (CCI)
1. What is talent development, and why is it important?
Talent development is vital for engagement and retention, and involves identifying and enhancing skills and potential within an organisation. Digital coaching is a flexible and easily accessible tool that can help workers learn new skills and gain expertise from expert coaches, encouraging a culture of continuous learning and development. This, in turn, helps organisations retain competent personnel and stay competitive in a rapidly changing business market.
2. How can a talent development strategy benefit my organisation?
Organisations profit from talent development when it boosts worker productivity, engagement, retention and innovation as well as the pipeline for future leaders. Digital coaching provides individualised, adaptable and customisable learning opportunities that can be quickly integrated into employees’. A culture of continuous learning is created via talent development through digital coaching, which helps businesses stay competitive in a market that is changing quickly.
3. What skills are typically included in a talent development programme?
A strong talent development programme should cover various abilities relevant to organisational objectives and employee ambitions, including leadership, technical and soft skills, sales and business acumen. Digital coaching offers personalised coaching and learning resources that can be accessed from any location, providing a flexible and efficient approach to talent development that can be customised to individual employee requirements. By embracing digital coaching, businesses can nurture a competent and engaged workforce that can adapt to new technology and market trends, fostering a culture of continuous learning and development.
4. How long does it take to see results from a talent development programme?
The outcome of a talent development programme is influenced by specific goals, skills being acquired and training programmes used. Expecting immediate changes in performance or engagement is unrealistic as talent development is a long-term investment. While some benefits may be evident in the short term, the full impact may take time to emerge. Digital coaching can speed up outcomes by providing on-demand coaching and personalised learning tools, but progress should still be tracked over time to ensure programme success.
5. Who can benefit from talent development programmes?
Talent development programmes benefit all levels of a business, by building fundamental skills for entry-level personnel, enhancing leadership skills for mid-level managers and increasing decision-making ability for senior leaders. Such initiatives boost engagement, retention and productivity while positioning organisations for long-term success. Digital coaching can improve talent development initiatives and foster a culture of continuous learning and development, resulting in speedier impacts and enabling firms to track progress and adjust objectives as needed.
6. How can I measure the success of a talent development programme?
To measure the success of talent development programmes, key indicators such as engagement and performance evaluations should be analysed. Employee engagement surveys and performance metrics can help determine the programme’s efficacy, while return on investment can indicate financial benefits. CoachHub’s platform can be used to track employees’ growth over time and make data-driven decisions. Additionally, post-programme surveys or focus groups can collect input from participants to improve future iterations.
7. What are some common challenges in talent development, and how can they be overcome?
Talent development programmes face challenges that can limit their effectiveness, such as a lack of alignment with company goals, employee buy-in, resources and monitoring. Including key stakeholders, communicating programme value, using digital coaching, cost-effective approaches and measuring relevant metrics can address these issues. A successful talent development strategy benefits both individuals and the organisation by aligning with goals, communicating clearly, using resources efficiently and measuring progress.
8. What are some key components of a successful performance development programme?
To create a successful performance development programme, goals should align with the company’s business strategy and be communicated clearly to employees. Regular feedback mechanisms and manager training programmes are also important. Employees should have access to development opportunities, and monitoring and assessment procedures should be in place. Communication and assistance throughout the programme can also help drive employee performance.
9. How can I incorporate performance development into our organisational goals?
To incorporate developing talent into company goals, a strategic approach is required. This involves setting clear and quantifiable corporate goals as well as creating KPIs and aligning employee development goals with organisational goals. Individualised performance development plans can then be created to meet both employee and corporate objectives. Regular monitoring of progress and KPIs is necessary to make adjustments to the performance development programme and ensure its success. Incorporating employee development into organisational goals in a deliberate and intentional manner helps employees gain the skills and knowledge they need to contribute to the organisation’s success.
10. How can I create a culture of continuous improvement within my organisation?
To create a culture of continuous improvement, leaders must communicate its importance, encourage experimentation, provide learning opportunities, foster inclusivity and celebrate progress.
Invest in your people and watch your organisation thrive.
Equip executives with the tools they need to unlock their leadership potential.