ELE Group, LLC

This session pulled back the curtain on why coaching strategies often stall at scale—and what it really takes to make coaching work in today’s organizations.

We’ve long relied on formal coaching programs designed for senior leaders, but those high-investment, executive-level programs don’t reflect how people actually grow across today’s cross-functional, constantly shifting teams. In this ELE roundtable, a panel of seasoned talent leaders unpacked the shift from “Big C” coaching (exclusive, executive-level engagements) to “little c” coaching—the micro-behaviors that build—or break—trust, clarity, and momentum across teams.

But here’s the friction: not every manager wants to coach. Some aren’t ready. And the systems they operate in often make coaching nearly impossible. Through interactive debate and candid reflection, we explored a more uncomfortable—but necessary—question: not whether coaching is valuable (we all agree it is), but whether the way companies are currently investing in it is truly working. The heart of the debate wasn’t about whether coaching is good or bad—it was whether it’s worth it to keep pouring resources into high-touch programs at the top, when the real opportunity might lie elsewhere.
<blockquote data-start="720" data-end="800">
“Leadership is in itself a profession that we lay over people doing other things.” -- <a href="https://www.ele.llc/members/nicole-defalco" target="_blank" rel="noopener">Nicole DeFalco</a>.
</blockquote>
Too often, we promote high performers into leadership roles and assume coaching will follow. But delivering results and growing others aren’t the same skillset—and without intrinsic motivation, even great managers may struggle to coach well.
Here are key takeaways that sparked conversation:

<h3 data-start="1420" data-end="1441">💡 Key Takeaways:</h3>
<ul data-start="1442" data-end="1916">
 	<li data-start="1442" data-end="1514">
Big C vs. little c Coaching – Not all coaching is created equal.
</li>
 	<li data-start="1515" data-end="1615">
Coaching ≠ Performance Review – There’s tension when your coach also rates your performance.
</li>
 	<li data-start="1616" data-end="1704">
AI as a Coaching Ally – Coaching avatars and GPT-based mentors are already here.
</li>
 	<li data-start="1705" data-end="1821">
Managers Aren’t Always the Answer – Maybe people don’t just leave managers. Maybe they leave broken systems.
</li>
 	<li data-start="1822" data-end="1916">
Coaching Requires Want-To, Not Just Know-How – Without motivation, training won’t stick.
</li>
</ul>
<h3 data-start="1918" data-end="1942">✅ Practical Actions:</h3>
<ul data-start="1943" data-end="2248">
 	<li data-start="1943" data-end="2009">
Introduce the Big C/little c coaching language in your org
</li>
 	<li data-start="2010" data-end="2076">
Screen leaders for EQ and coaching aptitude, not just role
</li>
 	<li data-start="2077" data-end="2123">
Embed coaching moments into daily work
</li>
 	<li data-start="2124" data-end="2184">
Pilot AI coaching tools to complement human feedback
</li>
 	<li data-start="2185" data-end="2248">
Reassess where manager investment is driving actual value
</li>
</ul>
Let’s reframe what scalable, empowered coaching really looks like. How are you evolving coaching in your organization? Share with us on ELE <a href="https://www.ele.llc/idea-exchange" target="_blank" rel="noopener">Idea Exchange</a>.

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The Shift from Formal to Empowered: Innovative Coaching as the New Learning Paradigm

future of work

Digital &amp; AI

dirk.tussing

jane.shlaes

leadership development

performance management

talent development

Coaching

post-mortem analysis

employee engagement

ruben.contreras

lean learning

workforce transition

learning and development

emotional intelligence

matt.sernaker

yolanda.mangram

brian.gold

amy.leschkekahle

HR leadership

AI in HR

lauren.marder

diana.anderson

executive coaching

organizational learning

team communication

knowledge sharing

innovation culture

Reflective Leadership

Coaching Culture

sheryl.smikle

nicole.defalco

laura.sandera

adam.walleser

scalable learning

people managers

coaching at scale

workplace coaching

Microsoft

The world of work faces an enormous transition. By 2030, according to a recent McKinsey Global Institute report, Jobs lost, jobs gained: Workforce transitions in a time of automation, as many as 375 million workers—or roughly 14 percent of the global workforce—may need to switch occupational categories as digitization, automation, and advances in artificial intelligence disrupt the world of work. The kinds of skills companies require will shift, with profound implications for the career paths individuals will need to pursue.

How big is that challenge? How will jobs change and what kind of future skills will they need? What kind of talent will they require over the next five to ten years ?

A large majority of executives believe retraining and reskilling must be at least half the answer to addressing their skill gaps, while the remaining believe the answer lies in shifting our hiring practices, hiring sources and hiring criteria.

The common driver being - Managing this transition well, is not just a social good; it’s a competitive imperative.

Through a bunch of interactive activities and mini case studies, we will together explore, reflect and share examples related to:

💥 How technology is changing the skills requirement within my company

💥 What are the new models of learning and partnerships with the learning providers

💥 Role of HR and learning professionals in helping employees develop the skills for the rapidly changing economy

💥 Opportunities to help mid-career employees learn new skills for new jobs

Future of Learning is Here!

post-format-video

Future of Work

shweta.srivastava

jay.jamrog

upskilling

learning &amp; development

workforce development

reskilling

In today’s challenging job market, as recent grads face a shifting economic landscape and seek work that pays and inspires, as workers are laid off mid-career, and as people search for an inspiring work-life change, the time-tested advice of What Color Is Your Parachute? is needed more than ever.

This new edition has been fully revised for 2022 by Vanderbilt University Career Center director Katharine Brooks, EdD, with modern advice on the job-hunt strategies that are working today, such as building an online resume, making the most of social media tools, and acing virtual interviews. Building on the wisdom of original author Richard N. Bolles, this edition updates the famed Flower Exercise (which walks job seekers through the seven ways of thinking about themselves) and demystifies the entire job-search process, from writing resumes to interviewing and networking.

With the unique and authoritative guidance of What Color Is Your Parachute? job-hunters and career changers will have all the tools to discover—and land—their dream job.

&nbsp;

“One of the first job-hunting books on the market. It is still arguably the best. And it is indisputably the most popular.”—Fast Company

What Color Is Your Parachute? 2022: Your Guide to a Lifetime of Meaningful Work and Career Success

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