Coaching Trends in New Zealand - Breaking the Bias

In recent years, the coaching landscape in New Zealand has experienced a significant transformation, reflecting broader global trends while also addressing unique local challenges. As organisations strive to foster inclusive and equitable workplaces, the role of coaching has become increasingly vital in breaking down biases and promoting diversity. Here, we explore some of the key coaching trends in New Zealand that are contributing to this important goal.

The talent trends observed in the broader New Zealand economy in 2024 have a knock-on effect for the coaching themes we’re observing. The economic situation has influenced hiring trends, with some sectors showing caution in recruitment due to global economic uncertainties, and with this tightening of a competitive job market, employee retention has become a significant challenge for many organisations. Broader talent trends impacting coaching include:

Skills Shortages: New Zealand continues to face skills shortages across various sectors. The tech industry, healthcare, and construction remain particularly affected. This trend has been exacerbated by limited immigration during the COVID-19 pandemic and its aftermath.

Immigration Impact: Immigration policies have been gradually relaxed since the strict border controls of the pandemic era. This has led to an increase in skilled migrants entering the country, helping to address some talent gaps. However, the flow of immigrants has not yet returned to pre-pandemic levels.

Remote Work: The trend towards remote work has continued, allowing New Zealand companies to tap into global talent pools. This has partially offset local skills shortages but has also increased competition for local talent from overseas companies.

Demographic Shift: New Zealand's population is aging overall, which is reflected in the workforce. The large cohort of "baby boomers" (those born between 1946 and 1964) has been reaching retirement age, leading to an increase in the proportion of older workers. Many New Zealanders are working longer, often past the traditional retirement age of 65. This is due to a combination of factors including improved health, financial necessity, and personal preference. With people working longer, many workplaces now have multiple generations working side by side, which can bring both challenges and opportunities.

As a result of these factors, upskilling and reskilling of the workforce has becoming increasingly important in New Zealand. The aging workforce is contributing to skills shortages in certain sectors as experienced workers retire without enough younger workers to replace them. There's an increased focus on upskilling and reskilling the existing workforce to meet changing industry needs, particularly in digital skills. At the same time, many employees within the workforce are expecting their workplaces to have proactive initiatives around not just filling the skills gap, but also embracing diversity and enabling strengths.

The Rise of Inclusive Coaching

Inclusive coaching is a growing trend in New Zealand, focusing on creating environments where all employees feel valued and understood. This is an imperative in a multicultural and intergenerational workforce such as that of New Zealand, as described above, however there are other dimensions along which coaching can have an impact on inclusion: gender, sexual orientation and neurodivergence to name a few. This strategic embedding of coaching in inclusion initiatives goes beyond traditional coaching by actively addressing issues of bias, whether conscious or unconscious, to fill the skills gap and create competencies around working in a diverse environment: namely communication and collaboration. Many of our BOLDLY coaches are now trained to recognise and challenge discriminatory practices, helping clients to develop more inclusive mindsets and behaviours. This shift is crucial for organisations aiming to build cultures of respect and equity, where everyone has the opportunity to succeed.

Download our e-book here.

Leveraging Technology for Accessibility

Technology has revolutionised the coaching industry, making it more accessible than ever before. Virtual coaching sessions have become the norm, allowing coaches to reach a wider audience, including those in remote or underserved areas. This trend is particularly relevant in New Zealand, where geographical barriers can limit access to professional development opportunities. By utilising online platforms and digital tools such as the BOLDLY marketplace, coaching services are now more inclusive, ensuring that all employees can benefit from personal and professional growth, regardless of their location.

Coaching technology not only means that geographically dispersed teams, or individuals working from home can access career development opportunities, it also means that companies can manage coaching costs, and therefore deliver coaching to more people in the organisation. BOLDLY’s coaching solutions can be more cost-effective than traditional face-to-face coaching, allowing companies to offer coaching to a broader range of staff, hence enabling more equitable outcomes for careers. According to a report by the International Coach Federation (ICF) and Human Capital Institute (HCI) (2019), "Organizations are increasingly turning to internal coaching and digital coaching platforms to expand their coaching initiatives in a cost-effective manner."

Focus on Emotional Intelligence

Emotional intelligence (EI) has emerged as a critical component of effective leadership and team dynamics. In New Zealand, coaching programmes increasingly emphasise the development of EI skills, such as empathy, self-awareness, and interpersonal communication. By enhancing these skills, coaches help individuals and teams navigate complex social dynamics, reduce conflicts, and foster a more collaborative and supportive work environment. This focus on EI is essential for breaking biases, as it encourages understanding and appreciation of diverse perspectives.

The 2021 State of Workplace Empathy Study by Businessolver found that 84% of CEOs believe empathy drives better business outcomes, while 72% of employees believe empathy leads to greater job satisfaction. This job satisfaction has a clear and direct impact on the following outcomes:

• Retention: Employees who feel understood and valued through empathetic interactions are more likely to feel a sense of belonging and stay with the organization.
• Performance: Deloitte's 2019 State of Inclusion Survey reported that when employees feel their organization is committed to and supportive of diversity and they feel included, their ability to innovate increases by 83%.
• Reduced Conflict: Empathy skills can help resolve conflicts more effectively, contributing to a more harmonious and inclusive workplace.

Microsoft has made empathy a core part of its cultural transformation under CEO Satya Nadella. In his book "Hit Refresh," Nadella discusses how fostering empathy has been crucial to Microsoft's renewed success and improved workplace culture. BOLDLY works with companies like Microsoft to build empathy in the workplace in the following ways:

1. Leadership Coaching Programs: specifically designed to enhance empathy skills among leaders and managers.
2. Peer Coaching Networks: to foster empathy and understanding between employees at various levels.
3. Group Coaching Sessions: focused on empathy skill development, allowing employees to learn from each other's experiences.
4. Empathy-Focused Mentoring Programs: specifically focus on empathy skill development.
5. Storytelling Workshops: coached by professionals to help employees share and understand diverse perspectives.
6. Empathy Skill Assessments: use of tools to identify areas for improvement and provide targeted coaching.

When implementing these initiatives, it's crucial for HR to align empathy development programs with organizational goals and values. We work with our clients to measure the impact of these initiatives using both qualitative and quantitative metrics, and ensure ongoing support and reinforcement of empathy skills beyond initial training or coaching sessions. By implementing these coaching-based initiatives, HR can play a pivotal role in building a more empathetic, inclusive, and effective organizational culture.

Breaking the Bias: The Path Forward

The coaching trends in New Zealand reflect a broader commitment to breaking biases and fostering inclusive workplaces. By embracing inclusive coaching practices, leveraging technology, focusing on emotional intelligence, providing customised solutions, and measuring impact, organisations are better equipped to tackle discrimination and create environments where all employees can thrive. As these trends continue to evolve, they will play a crucial role in shaping the future of work in New Zealand, ensuring that diversity and inclusion are not just ideals but everyday realities.

In conclusion, coaching in New Zealand is at the forefront of breaking biases and promoting inclusive workplace cultures. By staying attuned to these trends and continually adapting to new challenges, organisations can lead the way in fostering equitable and thriving work environments for all.

Did you join our recent meetup for ANZ HR leaders? We delved into coaching strategies for hybrid teams in ANZ. Watch a brief excerpt of the recorded session here:

If you're interested in learning more about how BOLDLY can help your organisation, we invite you to explore our website or write to us at connect@boldly.app.”

About the Author:

Alexandra Lamb is an accomplished organisational development practitioner, with experience across APAC, North America, and MENA. With 20+ years in professional practice, conglomerates, and startups, she has collaborated with rapid-growth companies and industry innovators to develop leaders and high-performance teams. She is particularly experienced in talent strategy as a driver for business growth. Drawing from her experience in the fields of talent management, psychology, coaching, product development, and human-centred design, Alex prides herself on using commercial acumen to design talent solutions with true impact.