Why Chief People Officers are training in the Paseda360 Coaching Approach
By Angela Cox, last updated April 10, 2024

In the not-so-distant past, the idea of a Chief People Officer (CPO) might have been met with quizzical looks in boardrooms worldwide. Yet, as the business landscape continues to evolve, so too does the significance of this pivotal role. Today, having a CPO at the helm is not just advisable; it’s essential for navigating the needs of modern workplaces and nurturing a culture of success.

So, what exactly does a Chief People Officer do? Well, think of them as the architects of organisational workload, tasked with overseeing every aspect of human resources and talent management. From talent acquisition to performance management, and employee relations to legal compliance, the responsibilities of a CPO encompass a broad spectrum of critical functions in HR.

But why the sudden surge in the demand for CPOs? The answer lies in the dynamic improvements in technological advancements, economic shifts, and evolving employee expectations. In an era where flexibility, communication, and inclusivity are in dire need, organisations require agile leadership at the forefront of their people strategies.

At the heart of this evolution lies a fundamental shift in the approach to workplace coaching. Gone are the days of narrow, performance-centric coaching methods. Instead, there’s a growing recognition of the need for holistic development – an approach that addresses not just performance metrics but the entirety of the individual’s experience within the organisation. That is why it’s ideal for modern-day CPOs to join the revolutionary Paseda360 Coaching Approach.

In this article, we will discuss the evolving role of Chief People Officers, and how the Paseda360 way can help them understand the modern method and apply it to people in the organisation in shaping the workplace culture in HR director positions and other roles.

Transcending Performance Coaching

In understanding the Paseda360 method as a full-spectrum coaching method, we must first understand its approach & how it transcends performance coaching methods of the past. Sure, traditional performance coaching has long been a staple in corporate settings, but its efficacy in meeting the diverse needs of today’s workforce is increasingly called into question. 

You see, the beauty of traditional performance coaching lies in its simplicity – setting goals, tracking progress, and providing feedback. But herein lies its limitation: it’s a one-size-fits-all approach in a world that demands bespoke solutions.

Consider this scenario. A sales executive struggling to meet targets may benefit from performance coaching aimed at refining sales techniques. However, what if their underperformance stems from burnout, lack of job satisfaction, or personal issues? Traditional performance coaching, focused solely on hitting numbers, would likely miss the mark entirely.

This is where the comprehensive coaching spectrum approach comes into play – a paradigm shift that recognises the multifaceted nature of human experience and the myriad factors that influence performance. Rather than viewing coaching through a narrow lens, this approach encompasses a holistic understanding of individuals, taking into account their unique strengths, challenges, and aspirations.

By embracing the coaching spectrum, organisations can tailor coaching interventions to address not just performance gaps but the underlying root causes. This means delving into areas such as emotional intelligence, resilience, communication skills, and well-being – all crucial elements that contribute to individual and organisational success.

In essence, transcending performance coaching is about recognising that individuals are more than just cogs in the corporate machine. We’ll now look into how this affects Chief people officers within the modern requirements of the digital age.

The Role of CPOs in Modern Holistic Coaching

As we all know, as the custodians of talent management and organisational culture, CPOs are uniquely positioned to leverage modern coaching methods to address the multifaceted challenges facing their organisations.

To give a real-life example, one of the key responsibilities of modern CPOs is navigating the complexities of workforce expectations in a post-COVID-19 era. With remote and hybrid work becoming the new norm, CPOs must ensure that their coaching strategies are agile and adaptable to meet the evolving needs of employees. This includes fostering a sense of belonging and engagement among remote workers, as well as equipping managers with the skills to lead virtual teams effectively.

By integrating innovative coaching methodologies like Pased360 into their strategies, CPOs can enhance employee engagement, resilience, and performance in remote and hybrid work environments. Paseda360’s holistic approach to coaching goes beyond traditional performance enhancement, addressing the broader spectrum of employee well-being and satisfaction.

Additionally, as industrial relations return to the forefront of the current UK employment field, CPOs must navigate labour relations strategies with finesse. Paseda360’s coaching approach equips CPOs with the skills and insights needed to effectively manage employee relations and mitigate workplace conflicts, ensuring a harmonious and productive work environment.

Furthermore, with a growing emphasis on corporate responsibility and ESG initiatives, CPOs are tasked with championing issues that are valuable to both employees and the broader community. Paseda360’s coaching methodology emphasises values-driven leadership and organisational culture, empowering CPOs to lead by example and cultivate a workplace culture that prioritises environmental, social, and governance concerns.

Empowering HR Leadership for the Future

The role of Chief People Officers (CPOs) extends far beyond traditional HR functions. CPOs are tasked with driving organisational success by fostering a culture of employee well-being, engagement, and growth. When it comes to equipping CPOs with the skills and methodologies needed to excel in this multifaceted role, the transformative potential of the Paseda360 Coaching Approach cannot be ignored at all.

As emphasised by the 2018 Harvard Business Review (HBR) Analytic Services study, Emotional Intelligence (EI) is a key skill for an HR Director. The Paseda360 Coaching Approach aligns perfectly with this concept, as it integrates practices that enhance self-awareness, self-control, empathy, and social skills – all crucial components of EI. By equipping CPOs with these tools, organisations can cultivate a culture of emotional intelligence, fostering stronger relationships, better decision-making, and enhanced collaboration.

Moreover, the Paseda360 Coaching Approach goes beyond traditional coaching methods by incorporating innovative techniques such as Limitless Light Therapy and Havening Techniques. These neuro-scientific methods are designed to identify and reprogram limiting beliefs and neutralise trauma, enabling CPOs to support their teams in overcoming obstacles and achieving their full potential. By embracing these cutting-edge practices, CPOs can drive profound transformation within their organisations, leading to increased employee engagement, retention, and overall organisational success.

Investing in CPO training is not just about short-term gains – it’s about laying the foundation for long-term growth and sustainability. By empowering CPOs with the tools and methodologies offered by the Paseda360 Coaching Approach, organisations can create a culture where employees feel valued, supported, and inspired to contribute their best work. This, in turn, leads to higher levels of employee engagement, lower turnover rates, and ultimately, improved organisational performance.

Building Psychological Safety through Coaching

The final point of our article, but definitely not the least, psychological safety has emerged as a cornerstone of effective leadership and organisational success. It’s the belief that team members can speak up, take risks, and make mistakes without fear of punishment or rejection. When it comes to Chief People Officers, fostering a culture of psychological safety is essential for building trust, challenging assumptions, and exploring new possibilities with coaching methods.

Research has shown a strong correlation between coaching practices and psychological safety within the workplace. When employees feel safe to express themselves openly and honestly, they’re more likely to engage in coaching conversations, share valuable insights, and take ownership of their development. Conversely, in environments where psychological safety is lacking, employees may feel hesitant to speak up, resulting in missed opportunities for growth and collaboration.

Moreover, by establishing clear expectations, encouraging curiosity and openness, providing constructive feedback, managing emotions and reactions, and resolving conflicts constructively, a CPO can create a culture of psychological safety that fosters trust, collaboration, and innovation. Your team will feel empowered to take risks, challenge assumptions, and explore new possibilities, knowing that they have a trusted advisor by their side to support them every step of the way. 

Final Words

As human-centric leaders, Chief People Officers (CPOs) are uniquely positioned to drive organisational success by fostering a culture of employee well-being, engagement, and growth. By embracing innovative coaching approaches like the Paseda360 Coaching Approach, CPOs can unlock the full potential of their teams, driving innovation, collaboration, and organisational excellence.

HR Director position holders are encouraged to embrace the Paseda360 Coaching Approach as a cornerstone of their strategic initiatives for fostering a culture of excellence and growth. By investing in CPO training and adopting innovative coaching methodologies, organisations can create a workplace where employees feel valued, supported, and inspired to contribute their best work. This, in turn, leads to higher levels of employee engagement, lower turnover rates, and ultimately, improved organisational performance.

In summary, the future of coaching within organisations lies in the hands of forward-thinking HR leaders and CPOs who are willing to embrace transformative approaches like the Paseda360 Coaching Approach. Together, they can create a workplace where employees thrive, innovation flourishes, and organisational success knows no bounds.

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