The message at a recent Association of Health Care Professionals conference made it abundantly clear: everyone is hiring staff these days. And similarly, everyone is considering changing jobs.

Never before has our sector been challenged with massive change in such a short time. The pandemic has expanded the search for talent outside the geographic boundaries of a typical commute. A significant number of people are leaving the sector for greener pastures and, our most valuable asset—our senior leadership—is getting older and starting to check their financial statements for that “magical number” that will let them retire into the sunset. (Or, most likely, retire and then continue to give back through consulting or volunteering for local boards of directors.)

Here are four trends I am observing from my lens as an executive coach. There is never a one-size-fits-all solution for talent development in your organization. One thing is for sure: ignore talent development at your own risk.

1. Focus on the middle
Traditionally, executive coaching has supported the senior leadership suite team. One trend I am seeing is that budgets are being intentionally allocated for training and coaching for mid-level talent—the next generation of leaders. The goal is to help them grow into future roles, to be more effective at work, and to help retain them until such time as there is an opportunity above them that they can move up and into.

2. Doubling down on succession planning
The pandemic has only exacerbated the gap between seasoned professionals and new career professionals. With all that corporate knowledge set to walk out the door in the next five years, organizations are finally addressing how to put a smooth transition from one leader to the next in place. Sometimes the solution is to promote from within and sometimes the solution is to build out the team so that a new leader can come in and settle. Ignoring that you have a problem is not a solution. The long-term impacts of not planning for change in your senior team are massive: loss of corporate knowledge, loss of great midlevel talent during the transition period and most importantly, loss of key donor relationships.

3. Coaching as a recruitment tool
Yes, new employees want a higher salary than their previous job. But today, new employees also want coaching, and support to grow in their new roles. This desire for coaching is happening at all levels of the organization, but especially if you are recruiting top talent from another similar organization. When salaries are capped due to pay grades, or rules that are out of the organization’s control, executive coaching can serve as a carrot to entice talent to make a change and join your organization.

4. Coaching for the full executive leadership team
The corporate world has been coaching their senior suite for years. For example, the Loblaw company employs a senior leader on their team that only manages the 7-10 members of their executive suite. Why? Because they know that team dynamics is directly correlated to the bottom line success of the business. Charities can take a page from this playbook by thinking of their entire executive team as a living, breathing entity that needs regular tending from an executive coach, both individually and as a group.

Conclusion

When you are positioning support for coaching in the annual budget, be sure to highlight the fact that talent (not dollars) is your most valuable resource in your organization. With the right people, the money flows. With the right people, the mission happens. And executive coaching helps this top talent thrive for the benefit of the mission.

Jenny Mitchell is an executive coach and professional fundraiser. She is on a mission to help people master meaningful conversations. Jenny’s company, Chavender, assists clients, across Canada and the U.S., to inspire their donors and achieve their fundraising goals through personalized fundraising coaching and training. Before completing her CFRE, Jenny trained as a classical musician and earned her Doctor of Musical Arts. She brings her creative approach, her drive for excellence, and her passion for people to the world of not-for-profits. Chavender.com