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We continue to explore the different skills that make us stronger as coaches. Today’s show is specific to the topic of organizational development. We’re discussing the way leaders can better engage with their talent and resources within an organization to increase productivity, motivation and collaboration.
Dr. Edie Goldberg is president of E.L. Goldberg & Associates, and she’s a nationally recognized expert in human resources, talent management strategies, and organizational effectiveness. She’s the co-author of the brand new book, The Inside Gig: How Sharing Untapped Talent Across Boundaries Unleashes Organizational Capacity. Edie earned her Ph.D. in Industrial/Organizational Psychology from the University of Albany, and she’s the recipient of HR People + Strategy’s Lifetime Achievement Award and a Fellow of the Society for Industrial & Organizational Psychology.
Show Highlights:
● How Edie’s book serves many different audiences regarding many aspects of the coaching profession
● How Edie came into the field of talent management
● How Edie serves both companies and individuals
● Edie’s talent operating model to raise skill levels and help HR see the future
● The key for leaders to consider in bringing new talent to their companies is the need for agile learners
● The statistics: 67% of employees think learning and growth is important to their careers, and 97% say they will stay with a company that invests in their career
● How to determine someone’s learning agility
● The problem: companies don’t know the talent they have under their roof already
● How managers become territorial about their people
● Why companies are resistant to cross-company collaboration
● The benefits of working together to achieve optimal outcomes
● The principles in Edie’s book for building confidence and flexibility
● The foundation of Edie’s system is that projects can be done faster when people’s skills are matched with projects
Resources:
The Inside Gig: How Sharing Untapped Talent Across Boundaries Unleashes Organizational Capacity by Edie Goldberg and Kelley Steven-Waiss
Linkedin: Edie Goldberg Ph.D.
E. L. Goldberg
Mentioned in this episode:
Mentor Program
If you're working toward your ACC or PCC credential, or if it's time to recertify your ACC mentor, coaching isn't just a requirement on a checklist. It's one of the most transformative investments you can make in yourself and your coaching. I've taught or mentored over 2000 coaches, and I hear the same thing again and again. I came because I had to, and I am so glad that I did. Coaches tell me they walk away with renewed energy, deeper confidence and a community of peers who genuinely support each other. Here's what you need to know right now. Mentor coaching must span a minimum of three months, so the time to start is not when your credential is just about to expire. And if you complete your hours in 2026, you get ahead of the upcoming ICF changes, which means peace of mind along with skill development. My fall cohort is already filling up. Every group is capped at ten.
Join Mentoring Program!
If you’re a coach who wants to grow—not just check a box—this is for you.
By Meg Rentschler5
132132 ratings
We continue to explore the different skills that make us stronger as coaches. Today’s show is specific to the topic of organizational development. We’re discussing the way leaders can better engage with their talent and resources within an organization to increase productivity, motivation and collaboration.
Dr. Edie Goldberg is president of E.L. Goldberg & Associates, and she’s a nationally recognized expert in human resources, talent management strategies, and organizational effectiveness. She’s the co-author of the brand new book, The Inside Gig: How Sharing Untapped Talent Across Boundaries Unleashes Organizational Capacity. Edie earned her Ph.D. in Industrial/Organizational Psychology from the University of Albany, and she’s the recipient of HR People + Strategy’s Lifetime Achievement Award and a Fellow of the Society for Industrial & Organizational Psychology.
Show Highlights:
● How Edie’s book serves many different audiences regarding many aspects of the coaching profession
● How Edie came into the field of talent management
● How Edie serves both companies and individuals
● Edie’s talent operating model to raise skill levels and help HR see the future
● The key for leaders to consider in bringing new talent to their companies is the need for agile learners
● The statistics: 67% of employees think learning and growth is important to their careers, and 97% say they will stay with a company that invests in their career
● How to determine someone’s learning agility
● The problem: companies don’t know the talent they have under their roof already
● How managers become territorial about their people
● Why companies are resistant to cross-company collaboration
● The benefits of working together to achieve optimal outcomes
● The principles in Edie’s book for building confidence and flexibility
● The foundation of Edie’s system is that projects can be done faster when people’s skills are matched with projects
Resources:
The Inside Gig: How Sharing Untapped Talent Across Boundaries Unleashes Organizational Capacity by Edie Goldberg and Kelley Steven-Waiss
Linkedin: Edie Goldberg Ph.D.
E. L. Goldberg
Mentioned in this episode:
Mentor Program
If you're working toward your ACC or PCC credential, or if it's time to recertify your ACC mentor, coaching isn't just a requirement on a checklist. It's one of the most transformative investments you can make in yourself and your coaching. I've taught or mentored over 2000 coaches, and I hear the same thing again and again. I came because I had to, and I am so glad that I did. Coaches tell me they walk away with renewed energy, deeper confidence and a community of peers who genuinely support each other. Here's what you need to know right now. Mentor coaching must span a minimum of three months, so the time to start is not when your credential is just about to expire. And if you complete your hours in 2026, you get ahead of the upcoming ICF changes, which means peace of mind along with skill development. My fall cohort is already filling up. Every group is capped at ten.
Join Mentoring Program!
If you’re a coach who wants to grow—not just check a box—this is for you.

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