In an ideal world, the talented entry level candidate you hired straight out of college would grow and develop over the course of her career with your organization, ultimately evolving into a key leader who carries with her the
lessons of every position she held as she climbed up the corporate ladder.
Not all employees will make the decision to stay with one organization throughout their careers, but when an opportunity exists to retain and develop an existing resource rather than hiring externally, it can be beneficial for both the individual and their employer.
In order to capitalize on this type of opportunity, the appropriate tools and resources must be leveraged to help your great individual contributor make the critical transition to team leader and manager. Traditionally employers have turned to training programs to develop these skills, however in recent years that trend has been shifting towards a newer tool for talent management: management coaching.
A further benefit of management coaching is its focus on the development of skills by the individual being coached. Rather than forming a dependent relationship where the manager must always rely on (and have access to) his
or her mentor, an effective coach will work to reduce the amount their client depends on them, thus building confidence and self sufficiency in the recipient of the service.