2015 Talent Development Predictions and Prescriptions

No matter which human resource predictions you read for 2015, leadership was the number one issue in the global workplace. Culture, diversity in the workplace, engagement and retention will also be foremost in the minds of most employers.

The four generations on the work floor there is a pronounced emphasis on moving beyond the numbers for evaluating success and focusing more on the employee’s ability to master the values-based scales of an organization.

In 2015, there is a bright story where corporate leaders are taking a more attentive approach on protecting their human capital investments and providing more adequate opportunities for individuals to stay on top of their field. Whether through coaching or training, the overall effect is a more talented operative.

In Building a Coaching Culture through the International Coaching Federation and Human Capital Institute, coaching provides employees with “the opportunity to grow their skills, enhance their value and reach their professional goals.”

In the international arena, stakeholders have recognized the importance of investing in human talent development. Professional coaching brings many wonderful benefits: fresh perspectives on personal challenges, enhanced decision-making skills, greater interpersonal effectiveness, and increased confidence. Those who undertake coaching also can expect appreciable improvement in productivity, satisfaction with life and work, and the attainment of relevant goals.


No matter which research paper you allude to, there is a dearth of leadership. This has nothing to do with titles; they are a dime a dozen. At the Institute for Productive Tension, we are taught and believe that True leaders have and can articulate a compelling vision; that they awaken and sustain a desire in others to follow that vision; that they mobilize others through motivation and celebration; and that they fearlessly empower others to become leaders.

What is the first sign of great leadership? A true leader has followers. Turn around and look over your shoulder; is there anyone following you? True leaders have a great self-awareness of their strengths and look to others to support the characteristics that they lack. Leaders lead.


Communication is key. Typically, there is a meeting with leadership; then a corporate retreat, where there is a meeting of the minds and members of staff are included in conversations about the change; and then, there are commitments made about what that change might entail, and the parts that those around the table have to engage in to make that happen.

Email and texting is the death of relationships so it deeply affects communication. Words comprise seven percent of communication; vocal inflection 38 percent; body language, 55 percent. If all you are doing is typing words on a page, it’s no wonder that work is unproductive, key issues unresolved, objectives misconstrued, and goals, unmet. Plus, there’s the added bonus of misunderstanding when you never pick up the phone or have a face-to-face conversation with them.


Not just anyone has the ability to coach. After considerable training from accredited institutions, qualified coaches demonstrate competencies such as listening actively, establishing trust and maintaining high professional standards. They are not individuals who are consultants telling you what to do and referring to themselves as coaches.

A key differentiator with professional coaches is their ability to listen actively and ask key questions of their clients, or staff. There is a stringent code of ethics including components such as establishing trust and others where improving self-confidence, communication skills, building relationships and a work-life balance are critical factors towards client success.

This goes beyond taking a half-day or weekend long course and receiving just any certificate. “Professional coaching practitioners are someone who provides an ongoing partnership designed to help coachees produce fulfilling results in their personal and professional lives. The coach’s job is to provide support to enhance the skills, resources and creativity that the coachee already has.”

The benefits are conspicuous. Companies who enlist the support of professional coaches have a more engaged workforce and realize a significant increase in revenue than their peers who have not yet ventured into this realm.

Planning is critical for any coaching program to assure that goals are being attained. Combinations of external and internal professional coaches may be supported by managers/leaders that help to increase self-awareness through mentoring on a daily basis.

Through the support of leadership, the horizon is bright for talent development in Eastern and Southeastern PA.

Best Principled Solutions LLC has worked with leaders in the small to mid-size market through moderating change management, succession and transition planning and programs such as Pride-Based Leadership (vs. Shame-Based), Accountability Clubs (ongoing coaching programs to effect corporate culture change) and Explorientations to Change. Kayte Connelly has been certified through the Institute for Productive Tension, the Institute for Professional Excellence in Coaching and the John Maxwell Program and continues to school. www.bestprincipledsolutions.com 484.769.2327.