The ability to quickly form an effective team within a company has become a key skill in today’s business environment. This will be the focus of a two-day training that Professor David Clutterbuck, a world-renowned authority in coaching and mentoring, will conduct in Zagreb from February 10 to 12. He enjoys the status of a ‘coaching legend’ in professional circles, being a pioneer of modern professional coaching and mentoring, and has been named one of the hundred most influential thinkers in the field. Additionally, he is an exceptionally prolific author with over eighty published books on leadership, coaching, and mentoring. His services are utilized by the largest global companies as well as governments. He is the founder of Clutterbuck Coaching and Mentoring International (CCMI) and co-founder of the European Mentoring and Coaching Council (EMCC). Clutterbuck will conduct the training in collaboration with Irena Antolić, president of EMCC Croatia. In an exclusive interview for Lider, he discusses how new technologies impact mentoring, how to adapt to new generations, and the specificities of mentoring in the public sector compared to the private sector.
How can coaching and mentoring help companies adapt more quickly to rapid technological and market changes?
– Managers in most organizations are so busy solving daily problems that they have little time or energy to pay attention to what is happening elsewhere. Coaching and mentoring create space for reflection, allowing managers to pause and assess the situation. A coach or mentor asks powerful questions that stimulate self-awareness and innovative thinking. One of the greatest impacts is helping leaders navigate and feel more comfortable with constant, unpredictable changes, enabling them to respond quickly and confidently.
In what way does coaching contribute to building an organizational culture that fosters innovation and employee engagement?
– Modern trends and needs have been increasingly directing coaching from individual to team coaching for years. In a study conducted three years ago, more than 80 percent of CEOs and senior human resources professionals stated that their organizations need to shift from developing and rewarding individuals to developing and rewarding teams. Team coaching has a radically positive impact on psychological safety, which is one of the key factors for employee engagement and fostering innovation. In today’s business conditions, characterized by volatility, uncertainty, complexity, and ambiguity, it is a true challenge for leaders to develop the ability to adapt quickly and ensure psychological safety and effective processes within teams and organizations.
The ability to quickly create and recreate high-performing teams is becoming a key competency for success. That is why we have developed a training program that I will conduct in Zagreb – Rapid Teaming – for leaders, managers, and coaches to equip them with the knowledge, strategies, and tools for successfully responding to leadership challenges in such complex conditions. In our work at CCMI (Clutterbuck Coaching and Mentoring International), we are now also working with ‘teams of teams’. Just as you can have a team of individual high performers that does not achieve its full potential, you can also have a system of high-performing teams while the organization still does not function optimally. The key element here is fostering innovation and aligning teams.
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