This Board Room Beat edition is the first of a five-part series intended to demystify coaching. Check out the top three messages from Corporate Learning and Development as support for Coaching trends up: Message #1 - Coaching is a PERK. At a time when companies compete for talent Coaching is communicated as a perk to recruit and retain talent. It is a visible proof statement of the “learning culture” that appeals to the best, brightest, and the most curious. I regularly witness CEOs who engage a coach and encourage their leaders to emulate this practice. Coaching is “out of the closet.” Message #2 - Coaching is an INVESTMENT. The perk yields value and is measured in terms of ROI. I have even been surprised to see coaching survive other budget cuts. A clients recently shared that at a C-suite meeting the CEO affirmed her top notch handling of a particularly nuanced staff challenge, calling out the ensuing cohesion and performance of her team. Notably, the CEO connected her courageous commitment to growth with the engagement of a coach, suggesting that other leaders invest in themselves and their teams. Message #3 - Make Coaching PERSONAL. Early in the process clients align with their leads on engagement goals we co-create. The feedback from managers almost always recommends the inclusion of a goal related to personal growth and life balance. Progressive leadership cultures recognize the impact of personal wellness on business contributions. Coaching integrates all components that the client chooses to address. Business performance doesn’t live alone on an isolated island. Yes! Coaching has moved from being clandestine to being acceptable to being prized. But what is it and how does it work? In coming months this article series will get specific; What about Coaching is uncomfortable? How do goals get set and measured? What is a session actually like? How long does coaching last, how does it conclude? The exploration of what the Coaching Buzz is all about starts now. But you don’t have to wait; Check with your Learning and Development team……or BE your Learning and Development team……..or interview some coaches about your learning and development. Coaching is out of the closet - come as you are. Author’s Note: This is not an advertisement for i3 Coaching. There are so many top-notch options and I am happy to make recommendations. I recently coached a remarkable female C-Suite executive through the launch of her own boutique coaching business. Stefanie Breyer has already on-boarded an impressive client roster. In her sessions she fended off imposter syndrome concerns with documentation of a robust opportunity funnel, client feedback that evidences her capability, and the business case realization that even as coaching supply grows, it is far outpaced by demand.