In a world where job hopping has become the norm, akin to frogs leaping from lily pad to lily pad in search of better waters, the concept of career longevity seems to be fading into the corporate ether. According to a national longitudinal survey, individuals born between 1957-64 held an average of 12.7 jobs. It’s safe to say that due to new career currency of acceleration in the world, individuals may have 13-17 different jobs across 5-7 careers in a 40-45 year lifetime.

Yet, amidst this landscape of transient professional affiliations lies a powerful, often underutilized tool that can anchor talent to an organization: coaching. Not just any coaching, but coaching imbued with supportive compassion, empathy and a genuine commitment to the growth of individuals. So, how do you coach an individual so well that they leave? Better yet, how do you connect with them so well that they stay?

My Encounter With Velcro Leadership

Perhaps you’re thinking, “If a person is going to have multiple jobs in their career, why even invest in them?”

According to the “State of Working America Report – Thriving in Resilience and Brilliance,” “55% of Working Americans would take a slightly lower-paying job to work for a manager or leader who inspires brilliance.”

One of my greatest failures as the former sales director of the Disney Institute, based at the Walt Disney World Resort®, was that I was a boss with an agenda instead of a leader with a vision. I was more focused on vertical ascension instead of horizontal connection. In essence, I was a brilliance blocker.

Coaching someone to their brilliance was the last thing on my mind. If you had a job, you should be grateful. At best, I ran an adult daycare center. Yes, it’s true, there was very little coaching, and I was always telling others what to do instead of how to think. Disney’s organizational development (OD) did an intervention with me after hearing from human resources that if I didn’t shape up, they were more than likely going to invite me to find my happiness elsewhere. Perhaps you are shaking your head right now, saying “Oh, bless his heart.” This southern colloquialism wouldn’t necessarily be positive.

My coach (i.e., boss) at Disney threw me a lifeline. Larry Lynch was tough as a bear but kind as a dove. He used every conversation as a teaching moment. He explained strategy, finances, management, dealing with people, and navigating the politics of corporate America without losing your mind. I learned so much from him. He cared about me as a person first and then as his direct report. Observing this behavior shaped my management coaching philosophy.

Becoming a Velcro Leader

Velcro Leadership is a methodology that leaves an indelible emotional imprint on employees, akin to a positive tattoo, marking not just their tenure but their trajectory toward brilliance.

Coaching a person to brilliance is like cognitive velcro. Once a person understands how to solve a problem, the learning hooks of who, what, where, when, why, and how fasten themselves to a solution are established and a new neural pathway is implanted. Velcro leaders recognize their power and choose to coach individuals and teams to their brilliance.

Here are few recommendations to get started:

A Customized Approach to Individual Growth

Every team member harbors unique talents and faces distinct challenges. Velcro Leadership advocates for a personalized coaching style that recognizes and nurtures the individual strengths and weaknesses of each employee. This bespoke approach ensures that every team member is equipped to shine in their role, contributing to a collective brilliance that propels the company forward.

Establishing Trusting Relationships

The bedrock of effective coaching is trust. Leaders must cultivate an environment where team members feel safe to share their aspirations, fears and challenges. This relational depth fosters an atmosphere of mutual respect and openness, encouraging employees to seek guidance and feedback proactively, thereby enhancing their skills and confidence. One of my mentors is leadership expert John Maxwell. He shared this insight that left me speechless. He said, “Tell your team, ‘I want more for you.’ Encouraging words become encouraging works.”

Promoting Self-Discovery and Ownership

True brilliance is unlocked when individuals arrive at insights and solutions through self-discovery. Coaches should frame conversations in a way that encourages employees to reflect, question, and ultimately take ownership of their developmental journey. This empowers them to tackle challenges head-on, fostering a resilient and adaptive workforce. In my book, “Resilience@Work,” I share an insight I learned from another mentor, Thom Wininger: “You know you better than I know you. You only come to me to hear your answer. I am not qualified to tell you what to do. I invite you into a conversation to help you discover, you.”

Encouraging Lifelong Learning

Today’s industry and technology is ever evolving, and so, too, should be the skills and knowledge of the workforce. Leaders must champion the pursuit of lifelong learning, encouraging their teams to continuously seek out new knowledge and experiences. This commitment to personal and professional growth ensures that both the individual and the organization remain relevant and competitive.

Navigating Failures With Compassion and Resilience

Failure is an inevitable part of growth and innovation. How leaders respond to these moments can either reinforce or erode the fabric of trust and respect within their teams. Velcro Leadership requires a compassionate yet resilient approach to setbacks, viewing them as invaluable learning opportunities rather than insurmountable obstacles. This mindset helps to cultivate a culture where risk-taking is encouraged, and failures are seen as steppingstones to brilliance.

Embracing Your Leadership Role

In the ever-shifting uncertainty of today’s corporate world, the ability to retain talent through meaningful engagement and development has never been more critical. Velcro Leadership, characterized by its deep emotional resonance and commitment to individual brilliance, offers stability and growth.

It’s time for leaders to embrace this approach, transforming their organizations into places where careers are not just built, but can flourish. By coaching them up, we not only stem the tide of job-hopping but also cultivate environments where brilliance is the standard, loyalty is the norm, and organizational success is inextricably linked to the fulfillment and growth of every employee.