Why Leaders Need To

Bring Mindfulness Into

Their Coaching Practice
Mindful coaching can build
a resilient workforce

By Deb Hedderly

A ccording to the Mayo clinic, COVID-19 has

created increased stress levels in how you live
your life, different daily routines, financial pressure,
and social isolation. Even before the COVID-19
outbreak, The American Institute of Stress reported
in 2017 that 77% of the U.S. population reported
regularly experiencing physical symptoms caused
by stress. In order to minimize stress and anxiety,
mindfulness is being taught and practiced in
organizations worldwide to increase productivity and
overall effectiveness. Jon Kabat-Zinn, the founding
director of the Stress Reduction Clinic and the Centre
for Mindfulness in Medicine, defines mindfulness
as “paying attention in a particular way, on purpose,
in the present moment, and non-judgmentally.”
Organizational Development specialists conclude
from the research with leaders worldwide that
mindfulness can improve mental awareness and
focus, increase attention span, assist in keeping
organized, managing time and setting priorities,
improve mood and emotional stability, and toughen on “autopilot,” they can reduce stress, unlock
the immune system. Since there are many benefits creativity, and boost performance. Leaders bringing
to practicing mindfulness, how could the practice mindfulness into their coaching are fully present,
of mindful coaching benefit both the leader and the engage with their clients at an intimate level,
client? and find the interactions “energy-boosting.” The
more encouragement that leaders can offer when
Studies show tha1t mindful leaders bring greater coaching, to foster curiosity in the client, the greater
understanding for change, are resilient, and bring the ability of teams and organizations to create
wisdom into their work. When leaders are not possibilities and vision for the future.

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 Why Leaders Need To Bring Mindfulness Into Their Coaching Practice

With COVID-19, businesses are plagued with
decisions on how to compete and address ways
to stay in business or adapt to a new way of doing
business. How can leaders seize opportunities?
How can they know that they are making the right
decisions? How can leaders choose when to lead and
when to follow industry trends? Now is the time to
focus on building human centric organizations that
deliberately develop their workers. Through coaching,
leaders can cultivate the capabilities of their teams
and build a culture that realizes both human and
organizational potential.
In order to be prepared for work that will require a
new set of skills, Passmore and Marianetti (2007)
in the article The Role of Mindfulness in Coaching,
concluded that leaders trained in mindfulness are
better prepared to coach. Through the practice of
mindful coaching, clients can be taught mindfulness.
Thus, mindful coaching can build a resilient
workforce and organization prepared to deal with
change in this volatile, uncertain, complex and
ambiguous (VUCA) environment.

Deb Hedderly, PhD, is an Associate Professor at Roseman University of Health Sciences teaching

leadership and Human Resource Management in the MBA Program. She is also adjunct faculty for
Gonzaga University in the Master of Arts in Organizational Leadership. Dr. Deb is a Christian Life Coach,
Speaker and Writer.

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