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July 11.2025

2 Minutes Read

Unlocking Coaching Potential in an AI-Driven Workforce: What Leaders Should Know

Two women in an office engaged in employee performance coaching.

Why Coaching Matters Now More Than Ever

As the workplace landscape evolves, especially with the integration of AI, coaching is emerging as a cornerstone of effective talent management. According to Deloitte’s 2025 Global Human Capital Trends, employees find themselves in a position of needing greater support, particularly in a climate where the longevity of skills is challenged. With only 54% of managers feeling equipped to guide employees in their career paths, the stakes for effective coaching are rising.

The Retention Risk Linked to Poor Coaching

Research from Betterworks reveals a concerning trend: while 75% of employees express a desire to remain with their current employer, inadequate internal career development—often a byproduct of insufficient coaching—can drive them away. This presents a significant retention risk for organizations that fail to address these gaps in their coaching practices.

Integrating AI into Coaching: A Helping Hand, Not a Replacement

Firms are increasingly contemplating the use of AI-driven coaching solutions that offer around-the-clock support. However, experts like Dr. Marais Bester from SHL caution against fully relying on AI. While these tools can facilitate routine conversations, they lack the ability to understand the emotional nuances that human coaches naturally perceive. Effective coaching requires empathy, an attribute that current AI technology cannot replicate.

A Blended Approach to Elevate Employee Development

Bester advocates for a blended coaching model—combining AI for routine queries with human coaches for more nuanced, complex issues. This strategy allows organizations to democratize access to development opportunities. By utilizing AI to handle simple tasks, human coaches can focus on fostering deeper connections, aiding employees in leadership transitions, and delivering feedback.

Conclusion: Elevate Your Coaching Strategies

For HR leaders and executives, embracing this blended approach to coaching not only enhances employee engagement but also fortifies your organization’s foundation for developing a high-performance culture. As you evaluate your workforce strategy moving forward, consider how a renewed focus on talent management and people-first leadership can drive sustainable success.

People & Performance

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07.11.2025

Congressional Dems Implicate EEOC Chair in Coercive Pro Bono Work: What It Means for HR

Update The Controversy Over Pro Bono Work in the EEOCOn July 9, congressional Democrats raised alarms about the actions of Andrea Lucas, the acting chair of the U.S. Equal Employment Opportunity Commission (EEOC). They accused Lucas of coercing law firms to provide $1 billion worth of pro bono legal services for projects that align with President Donald Trump’s agenda. This shocking allegation points to a broader pattern within the EEOC, where agency power may be leveraged for political purposes, undermining its essential role as a protector of worker rights.Understanding the Allegations Against EEOC LeadershipThe lawmakers’ letter describes Lucas as facilitating what they termed a "shakedown" of major law firms that supported causes contrary to the President’s interests. These accusations emerged particularly after Executive Order 13986, which specifically targeted Perkins Coie—a prominent law firm involved in pivotal legal battles for progressive causes. This executive direction, alongside subsequent demands for information on diversity and inclusion practices from multiple law firms, has raised eyebrows among civil rights advocates.Implications for Talent Management and Employee EngagementFor CHROs and HR leaders, this controversy has far-reaching implications for their strategies in talent management and employee performance. A workforce's perception of employer integrity can significantly impact employee engagement and retention. Employees are more likely to thrive in environments where they feel their rights are respected, and the actions of the EEOC under Lucas could warp corporate assessments of risk in this area.The Call for Accountability in Workforce StrategyThe potential for misuse of agency power calls for a reassessment of how leadership—particularly in HR—aligns with core workforce strategy principles. A people-first leadership approach should promote environments that emphasize ethical standards and protect employee rights, not undermine them through political machinations. As leaders, nurturing a high-performance culture requires vigilance against external pressures influencing internal governance.Conclusion: The Need for Ethical LeadershipWith the spotlight now on the EEOC, it’s important for organizational leaders to reflect on their responses to systemic issues like the politicization of employee rights. The implications of this situation will likely ripple through the workforce, emphasizing the necessity for robust succession planning and performance-driven leadership. Organizations should strive to build frameworks that prioritize employee well-being while remaining sensitive to the shifting landscape of workforce policies. Ultimately, a commitment to transparency and ethical leadership is key to fostering a resilient organizational culture.

07.10.2025

North Korean IT Worker Scams: How to Protect Your Business Today

Update Uncovering the Exploit: North Korean IT Workers in Shadows In a gripping revelation from the Department of Justice, authorities have unveiled two schemes involving North Korean IT workers masquerading as legitimate remote employees within U.S. companies. This discovery underscores the pressing need for organizations to adopt a rigorous and proactive approach to employee verification, especially in the digital age where remote work is commonplace. Why Diligence in Hiring Matters As the threat of corporate espionage looms ever larger, U.S. businesses must act to safeguard sensitive information and protect their financial interests. The cases that sparked the investigation involved U.S.-based facilitators and a multi-national team of accomplices, who exploited the identities of over 80 American citizens. This need for scrutiny is further emphasized by Roman Rozhavsky, assistant director of the FBI’s Counterintelligence Division: “The FBI will do everything in our power to defend the homeland and protect Americans from being victimized by the North Korean government.” The revelations serve not only as a wake-up call but also provide insights into decades of evolving tactics in cyber operations and employee fraud. Navigating Remote Work Challenges In the world of talent management, organizations must elevate their hiring protocols beyond standard practices. It's imperative to integrate enhanced HR metrics and background checks that can mitigate risks associated with identity theft and unauthorized information access. For CHROs and operational leaders, understanding this dynamic is crucial to promoting a high-performance culture and ensuring employee engagement. Developing a People-First Leadership Approach Adopting a people-first leadership strategy entails not just active engagement with employees but also reinforced vigilance against potential threats from remote hires. With a streamlined succession planning process, organizations can cultivate a more resilient workforce, equipped to navigate the complexities of modern employment challenges. Actionable Insights for Employers This recent exposure mandates that companies engage in rigorous oversight of their hiring processes to prevent falling prey to similar scams. By implementing effective workforce optimization tactics and employee retention strategies, leaders can enhance security while developing trust within their teams. Encouraging transparent communication and a culture of diligence can foster an environment resilient to external threats. This situation serves to remind us that in a world driven by digital transactions and remote work, the stakes are higher than ever. Organizations that prioritize due diligence in hiring practices will not only protect themselves from external fraud but also build a workplace environment marked by trust and productivity.

07.09.2025

Revamping Employee Benefits: A Game-Changer for Orange County Public Schools

Update Transforming Benefits to Enhance Employee Health in Education Rising healthcare costs continue to challenge HR professionals across various industries, and education is no exception. In the face of a projected 5.8% increase in benefits costs for 2025 by Mercer, school districts must find innovative ways to manage these financial pressures while attracting and retaining talent. Setting the Scene: Orange County Public Schools At the forefront of this transformation is Orange County Public Schools (OCPS) in Central Florida, one of the largest school districts in the nation, boasting over 24,000 employees and 215 schools serving 208,000 students. Recognizing the need to stay competitive, OCPS recently adopted a pioneering strategy to revamp their employee benefits. Advanced Primary Care: A Game-Changer OCPS’s innovative approach centers around the implementation of an advanced primary care model. Unlike traditional healthcare systems that operate on a fee-for-service basis, this new model allows for a per-member fee that provides employees with comprehensive access to healthcare experts at little to no cost. By incorporating on-site clinics and a dedicated healthcare team, OCPS has seen significant strides in employee health, engagement, and overall retention. "We aimed to be creative in breaking the cycle of exorbitant costs, and luckily, this change allowed us to increase our employees' engagement while managing expenses effectively," said Beth Curran, senior director of risk management at OCPS. The Future of Benefits in Education The decision to explore advanced primary care aligns with broader workforce strategies aimed at cultivating a people-first leadership culture. Not only does this shift promote employee wellness, but it also positions OCPS competitively in the talent management landscape, particularly in an educational sector where performance-driven leadership becomes increasingly critical. Conclusion: Building a High-Performance Culture As schools and districts evaluate their employee retention strategies, advancements in healthcare access such as those implemented at OCPS could redefine how organizations approach workforce optimization. By prioritizing employee health and well-being through innovative benefit offerings, school districts can foster a high-performance culture that supports both staff and student success.

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