| Hi Simon, Welcome to this weeks Get COACHd on Friday. I recall a conversation with another coach about a year ago as we were pulling out of the pandemic (for the first time). They commented that they are just ‘changed out’ and needed some stability. According to a Gartner survey, 74% of employees were willing to support organizational change in 2016; today, only 38% say the same. This pendulum shift in resistance to change also seems to be reflected in new leadership requirements 1. Role Model Behaviour being to enable safe expression at work 2. To understand life needs and demands from an employees perspective and 3. Tailored and focused individualized performance expectations They also report an increased in work friction as hybrid working beds in, and a higher attrition rate associated with work friction. Who said being a leader was an easy one? On a personal front, we know the impact. Working with people in a hybrid way removes some of the softer telltales that give away indicators of friction – thereby reducing the ability of remedial or corrective behaviours. Our friends in HR are battling with understanding the always changing work patterns associated with - Shifting skill requirement
- Talent Scarcity
- Increased attrition or turnover (think about the publicity surrounding the great resignation).
- Shift in employer – employee requirements
What do I take from this? Optimistically. the opportunity for coaching is abundant. We need to beat the coaching drum loud and encourage our friends to hear about the vibe and output that coaching can provide. Who can you evangelise too today? Until then – Enjoy the reads! _____________________________________ | 
