Fuel50 evolves its talent marketplace in order to support internal coaching

Anne Fulton, the Chief Executive Officer and Founder of Fuel50

Fuel50, leaders of the fast growing Talent Marketplace Human Resource technology category, announced the launch of their first-to-market Coach Marketplace solution.

Fuel50 has revolutionized the Talent Marketplace category with coach matching, which truly democratizes internal coaching in a way that has not been done before.

While other vendors may connect employees to external coaches, it’s an expensive model.

Fuel50’s internal coaching marketplace gains traction

Fuel50 facilitates enabling an internal coaching marketplace in order to support peer-to-peer learning, skills coaching and reverse mentoring at a much lower price point.

Josh Bersin, Industry Analyst and Futurist highlights, “Internal coaching is a perfect complement to a Talent Marketplace and Fuel50’s coach matching will greatly help companies to improve mobility, career growth and overall employee engagement.”

“The coaching market has caught fire. Coaching really does matter, by the way.”

“Various studies have continuosly shown proof that a coach, unlike a mentor, who is really your advocate, can be a teacher, a guide and often a helpful psychologist.”

“Currently, through leveraging Artificial Intelligence, skills taxonomies, online video, and harnessing the benefits of social networking platforms, you can find a coach for everyone.”

Through leveraging the power of Fuel50’s proprietary Artificial Intelligence engine, the digital tool smart-matches people to opportunities based on their unique career DNA.

Fuel50 matches people to internal coaches based on the skills and talents they wish to grow, their career development goals, values, motivators and future aspirations.

Fuel50’s internal coach marketplace benefits

It facilitates smart matching employees to learning opportunities and internal coaches.

Offers business impact of each coaching action as it analyzes skills gaps, tracks career development actions and role moves, and generates validation and feedback.

Presents the ROI of internal coaching initiatives in a clear and actionable way.

Enables knowledge sharing across the business where Human Resource can enable anyone to become a coach or define who they wish to be coached by. Coaches and coachees are matched on skills and learning gaps, as well as coach expertise and knowledge.

Anne Fulton, the Chief Executive Officer and Founder of Fuel50 expounded further on the benefits, saying, “We leverage the internal talent pool that exists within a company.”

“Fuel50 utilizes its powerful Artificial Intelligence matching tools to connect employees with coaches inside the organization that have the skills, talents and experience that is best suited to support their personal skills gaps and career development goals.”

Coaching can have a significant impact on the business’ bottom-line, and thus to leverage your own internal talent pool first has a powerful return on investment too.

Internal coaching costs the firm little to enable, whilst empowering the firm to tap into its wealth of institutional knowledge, experience, and business-specific expertise.

It increases the coaching skills of employees in a measurable and impactful way.

“Anyone contributing within their skills-coaching marketplace can get feedback and build their profile as a coach within the business while also allowing the coaching recipient to build their skills and receive skills-validation from others in the business.”

“It is a powerful winning scenario because the business gets measurable skills growth, whereas coaches build their marketable profile and influence in the business, and employees benefit with skills development from those that know their business best.”

Fuel50 is continuosly working with best-in-class organizations all over the world and partnering with industry-leading analysts, for example Deloitte and Josh Bersin.

Fuel50 knows too well the pain of Human Resource experiences when it attempts to navigate internal Learning and Development (L&D) initiatives, let alone Internal Coaching.

While most organizations understand the need for internal L&D and often set aside considerable budgets to support the reskilling and upskilling of their people, it can be very difficult for HR to quantify the impact and return on investment for these initiatives.

It’s time-intensive for HR to match their people to the right learning opportunities, mentors and coaches. Fuel50 aims to solve these issues with its Internal Coach Marketplace.

“The ability to smart-match your people to internal career opportunities, learning, projects and now coaches is completely changing the talent experience landscape.”

“Business and employees see and feel tangible benefits where coaches, reskilling, upskilling and learning is best fit to personal career goals, skills, talents and values.”

With over 80 enterprise-level organizations partnering with Fuel50 today, Fuel50 has been able to unlock the future potential of over one million employees world wide.

Organizations of all sizes are increasingly utilising platforms, for example Fuel50 in order to connect their Core HRIS, ATS and LMS systems, effectively embedding Talent Marketplace solutions as the “front door” for employees to their talent experience.

Fuel50 works tirelessly to facilitate smart-matching people to internal opportunities, coaches, career journeys, gigs, projects, mentors, learning and vacancies.

It’s also radically changing the career architecture and skills frameworks game with its powerful AI-enabled workforce architecture tool and its embedded Talent Ontology.

This has helped firms to future-proof and optimize themselves for the new age of people-centric, democratized talent experiences, evolving with the world of work.