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Building Better Leaders: Considerations when selecting a Leadership Coach
The increasing number of individuals presenting themselves as “Leadership Coaches” or “Executive Coaches” is an intriguing phenomenon. However, it becomes even more interesting when their LinkedIn profiles reveal that these so-called “Coaches” lack accredited coach training and have little knowledge of the corporate world.
To assist HR Directors, CEOs, and potential clients (coachees) in finding the right coach, I have compiled a set of pertinent questions to ask before engaging with a Leadership Coach.
Here are the questions to consider:
- Business Understanding and Experience: What is their background and core expertise? What are their thoughts on Leadership Coaching, and do they possess industry experience relevant to the coaching engagement?
- Professional Certification: Do they hold internationally recognised credentials? While numerous coaching schools offer their own credentials, the International Coaching Federation (ICF) is the only independent credentialing body that sets the industry standard for coaching.
- Coaching Methodology: What does their typical client process entail? Can they provide clarity on what it would be like to work with them?
- Outcomes: Will there be clear, measurable, and agreed-upon learning outcomes? How will the results of the coaching engagement be evaluated?
- Ethics: What is their understanding of coaching ethics, particularly in terms of confidentiality? The first principle of the ICF centres around ethics.
- References and Testimonials: Can they provide credible references and client testimonials? What tangible results have their previous clients achieved? What is the investment required for a coaching engagement, including any additional services?
- Assessment Tools: Which leadership/personality assessment tools will they use, and how do these tools support the coaching initiative and outcomes? Are they certified to administer the recommended tools? Who will have access to the assessment results? Some well-known assessment tools include GLA 360, Hogan Assessments, DISC Assessment, and EQ-i 2.0®.
By considering the above criteria, you can significantly increase your chances of finding the ideal Leadership Coach. The risks associated with partnering with “wanna-be” coaches who lack experience and do not hold International Coaching Federation credentials are simply too high.
About the Author:
Andreas Pratanos, Associate Partner, AIMS International Gulf
Andreas is a “People Focused, Strategically Oriented and Performance Driven” Leadership Coach helping organizations and individuals realize their full potential and sharpen their competitive edge. Committed to excellence, he works closely with executives and high potentials to achieve desired results through a positive and measurable change in leadership behavior that is sustained, recognized and acknowledged by their Stakeholders.
Читать далееShaping the Future of Agricultural Production: Trends, Challenges, and Opportunities
The landscape of agricultural production is undergoing a transformative shift, influenced by a series of emerging trends that demand our attention. From the burgeoning global population to the sweeping impacts of climate change, the agricultural sector is at a crossroads. Emerging Trends With the world’s population projected to reach an estimated 9 billion by 2050, the pressure on agricultural production is intensifying. The challenge of sustainably producing sufficient food to feed this growing population is formidable. Urbanisation is a powerful force driving change. As more individuals move to cities, the demand for food produced near urban centres grows. This phenomenon is reshaping agriculture into a more capital- and energy-intensive endeavour, necessitating the integration of advanced technologies for sustainable outcomes. Climate change casts a long shadow over agricultural landscapes. Changes in rainfall patterns, temperature fluctuations, and the proliferation of pests are disrupting traditional farming methods, creating significant obstacles for food production. Consumers’ dietary preferences are evolving towards healthier choices, driving demand for organic, locally sourced, and seasonal agricultural products. This shift fuels a push towards a more sustainable and health-conscious food supply. Agriculture is turning to innovation to meet the challenges of the day. Precision agriculture, vertical farming, and urban farming are among the innovative solutions being harnessed to enhance production efficiency and sustainability. Seizing the Opportunities Embracing Agricultural Innovation The convergence of artificial intelligence, machine learning, and robotics in smart farming heralds a new era of productivity, efficiency, and sustainability. AI assists in identifying plant health, machine learning optimises irrigation, and robotics revolutionise labour-intensive tasks. Vertical farming, a space-saving innovation, flourishes indoors within vertical towers, overcoming spatial limitations and making it an ideal solution for urban environments. Hydroponics, a method of cultivation without soil, allows for meticulous control over plant growth. With roots in nutrient-enriched water, this sustainable approach conserves water and fertilizer. Urban farming, which takes root in the heart of cities, reduces carbon footprints, enhances food security, and provides access to fresh produce. Its urban focus aligns with rapidly growing urban populations. Global Adoption and Challenges Developed countries lead these trends, driven by technological investments and an increasing appetite for healthy food. Developing nations are catching up, albeit slowly, facing obstacles such as cost, infrastructure deficits, inadequate training, and resistance to change. Looking Ahead: Opportunities in the Midst of Challenges The path forward is riddled with challenges, but within these challenges lie opportunities. The agricultural visionaries who adeptly navigate these trends will shape a prosperous future. As the tapestry of agriculture transforms, the principles of adaptability, sustainability, and technological integration will serve as guiding lights, ensuring a bountiful, healthy, and sustainable food supply for generations to come. Empowering Transformation with AIMS International In an interconnected world, the pressures and opportunities in agriculture echo within the energy and natural resources sector. Leaders with the acumen to navigate these volatile and complex environments are needed. At AIMS International, we excel in identifying such leaders. Our Global Energy & Natural Resources Practice provides holistic solutions to meet your talent needs. We leverage our global network, industry-specific knowledge, and robust talent management services to drive transformation and success in your organisation. Ready to lead the future of agricultural production and energy resources? Connect with AIMS International’s Global Energy Practice. Let’s shape a sustainable future, together. About the Author: Benjamin Diaz, Managing Partner AIMS International Mexico Benjamin has experience in the Consumer Product Industry, Retail, Food Chemistry and Financial Service where he held positions at Executive Level, being a leader who developed his work team, implemented a culture of organizational health and effectiveness that led him to be recognized as a key executive. Benjamin graduated from the University Iteso with a Bachelor of Organizational Psychology and has a MBA at Tecnologico de Monterrey, one of the best Universities in Mexico.
Candidate Ghosting: causes, effects and strategies for prevention
In today’s highly competitive job market, the term “Candidate Ghosting” has become a buzzword that worries recruiters and employers alike. Because, while there are companies that rely on the support of a recruitment consultancy, there are others where a human resources department, or the hiring manager themselves, takes care of the recruitment of new employees. As a rule, both companies and candidates want fast, open communication in order to streamline and make the hiring process as pleasant as possible. It is not uncommon, however, for candidates not to get back to companies or for companies not to give candidates any feedback.
This phenomenon is known as Candidate Ghosting. But what exactly is behind it and what can companies do about it? In this blog post, we take a detailed look at candidate ghosting and offer strategies for prevention.
What does Candidate Ghosting mean?
Candidate Ghosting can exist in two varieties. Basically, it refers to the failure to communicate between companies and candidates during the hiring process.This can occur at various stages, starting with the hiring, through to interviews to the signing of the contract. Candidates no longer respond to emails, calls or messages, leaving the employer in the dark. When communication from the company fails to materialize, it is referred to as Applicant Ghosting. When HR departments or recruiters are overwhelmed, it happens that candidates slip through the cracks, and time is not found to provide candidates with appropriate feedback within reasonable timeframes.
Causes of Candidate Ghosting:
- Lack of Communication: Candidates often feel neglected by companies. The lack of feedback or updates can cause frustration.
- Better Offers: When candidates receive better job offers during the process they may decide to apply for another job without explanation.
- Unattractive Hiring Process: A complicated or lengthy hiring process can discourage candidates and cause them to drop out of the process.
- Poor Reputation of the Company: Negative reviews and reports about the company culture may cause candidates to make a different decision.
Impact of Candidate Ghosting: Candidate ghosting has a serious impact on companies. These include:
- Delays in the hiring process: Companies must spend additional time and resources to find qualified replacement candidates.
- Reputational Damage: Frequent ghosting can damage a company’s reputation as an employer.
- Cost: The hiring process is expensive, and ghosting results in wasted resources.
Strategies to prevent Candidate Ghosting:
- Clear Communication: Keep candidates informed about the progress of the process and give them a realistic window of opportunity for feedback.
- Efficient Hiring Process: Simplify the hiring process to minimize hurdles and make it easier for candidates to apply.
- Good Employer Branding: Build a positive employer brand and ensure that candidates have good reasons to join your company.
- Improve the Candidate Experience: Make sure that candidates view their hiring process at your company as a positive one, regardless of the outcome.
- Alternative Communication Channels: Offer different channels of communication to ensure that candidates can reach you.
Conclusion:
Candidate ghosting is a problem that many companies face. It can have serious consequences, both financially and in terms of company perception and reputation. Preventing ghosting requires careful planning, clear communication and a positive candidate experience. Companies that implement these strategies are better equipped to attract qualified candidates and successfully complete the hiring process.
At AIMS International, our qualified consultants are committed to ensuring that communication with candidates is conducted in a professional manner. Starting with an individual approach to the candidates, up to rejection in the event of an unsuccessful match, we support you as a modern personnel consulting firm in the daily challenges of recruiting.
If you have any questions regarding recruitment, talent management, or talent development, please contact us at: welcome@aims-germany.com
You can also reach us by phone in Neuss at +49 2137 7870 10 and in Kissing near Augsburg at +49 821 7100 9609.
Читать далееThe “Defence and Security Industry” group, led from France by Nicolas J. Rogier, Managing Partner France (as part of the “Industry” GP led by Grégoire Depeursinge, Managing Partner Switzerland), aims to provide recruitment and talent management services to manufacturers in the sector. This group brings together 10 of our top consultants, all defence and security experts from several AIMS countries (France, Switzerland, Belgium, Germany, Sweden, Norway, Denmark, the UK), some of whom have themselves served in their respective armed forces.
The extremely tense geopolitical situation, particularly in Central Europe and the Eastern Mediterranean, has recently led to a renewed interest on the part of many European countries in their defence capabilities, and hence in the development of industrial capacities for the marketing of weapons systems, munitions, maintenance and logistics.
AIMS France will be a partner of the EUROSATORY exhibition in June 2024 as a participant in a series of conferences on the theme of “Recruitment and Retention of Talent”.