Facilitator
Giorgia Alioto
Life-over-Career Coach, Talent Lead in Quantis Italy (A BCG Company), Morphosis Coaching Academy Community Leader (Italy)
Asli Sunac
Career Coach, Global Talent Acquisition Lead @Quantis Global
(A BCG Company)
Serena Savini
Career Coach & Facilitator, L&D Manager, Co-Founder Chrysalis Development, Morphosis Coaching Academy Community Leader (Italy)
Inspire & Ignite Series
Implementing Coaching in Organizations
Responding to Gen Z and Millennials’ Quest for Meaning
Coaching is no longer optional in today’s organizations.
This session explores how coaching can be implemented as a strategic response to the growing demand for meaning, growth, and well-being at work, especially among Gen Z and Millennials.
Why This Matters Now
According to the 2025 Deloitte Global Gen Z and Millennial Survey, meaning at work is no longer negotiable:
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89% of Gen Z and 92% of Millennials consider purpose critical to job satisfaction and well-being
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Only 6% prioritize reaching leadership positions as their primary career goal
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Learning and development consistently rank among the top reasons for choosing an employer
Coaching the Future of Work from the Inside
90 minutes
Online Webinar via Zoom
January 27, 2026
12 noon UTC
Fee - Complimentary
Complimentary Session
Implementing Coaching in Organizations
Responding to Gen Z and Millennials’ Quest for Meaning
Welcome to the January 2026 session of the Morphosis Coaching Academy Inspire & Ignite Series!
This month, we turn our attention to the practical application of coaching inside organizations, as a response to the growing quest for meaning & purpose, growth and well being at work. In a context marked by rapid change, generational shifts, and increasing complexity, organizations are being called to rethink how they develop people, lead performance, and create sustainable engagement. Coaching enables organizations to support employees in improving their performance in an effective way. In a performance driven culture, it plays a critical role in driving employee success and it’s a non-negotiable tool to do so.
A coaching-based approach places the human being at the center. It creates space for reflection, self-awareness, and alignment between personal values and organizational goals.
Throughout this session, we will explore how coaching can be introduced from within the organization ~ through intentional stakeholder alignment, structured implementation, and measurable impact—to support both individual growth and collective transformation. This is an invitation to view coaching not as an add-on, but as a strategic and human response to the evolving expectations of today’s workforce.
According to the 2025 Deloitte Global Gen Z and Millennial Survey, which sampled more than 23,000 respondents across 44 countries, the importance of meaning at work is unequivocal. Nine in ten Gen Zs (89%) and millennials (92%) consider a sense of purpose a critical factor for their job satisfaction and overall well-being. At the same time, these generations are redefining ambition. Rather than prioritizing traditional career advancement, they place greater value on well-being and work–life balance: only 6% report that reaching a leadership position is their primary career goal.
When asked about the strongest reasons for choosing their current employer, learning and development consistently rank among the top three factors. Yet many Gen Zs and millennials feel that their managers are falling short in supporting their growth. They seek guidance, inspiration, and mentorship—not merely oversight of tasks and performance metrics.
This is precisely where coaching becomes a powerful response to the growing quest for meaning, purpose, and development at work. Coaching places the individual at the center— not as a resource in service of the business, but as a human being with aspirations, values, dreams, and a need for meaning. At the same time, adopting a coaching mindset is essential for managers. It enables them to move beyond control and direction, cultivating the capacity to grow others, unlock potential, and create conditions in which individuals and teams can thrive—both humanly and professionally.
Join us as we explore strategies, opportunities and concrete examples of how to introduce coaching into organizations and what this means for us as coaches committed to bring a positive change into society.
Who Should Attend?
ICF Credentialed Coaches (ACC, PCC, MCC)
For experienced coaches who want to expand their impact beyond individual coaching and actively contribute to organizational transformation. This session offers perspectives and practical insights on how to position coaching as a strategic lever for meaning, engagement, and sustainable performance inside organizations.
Organizational and Leadership Coaches
For coaches working with leaders, teams, and organizations who want to strengthen their ability to drive cultural change from within. The session explores how coaching can support leadership effectiveness, human-centered management, and the integration of meaning, well-being, and performance.
Aspiring Coaches and Coaching Students
For those preparing to enter the profession and seeking to understand how coaching creates real-world impact in organizational contexts. This session provides a grounded view of how coaching responds to today’s workforce expectations and how future coaches can develop relevance, credibility, and purpose-driven practice.
Coaching Community Members and Enthusiasts
For anyone passionate about the future of coaching and curious about how the profession can respond to generational shifts, evolving work expectations, and the need for more human organizations. This session offers inspiration, clarity, and a shared vision for coaching as a force for positive impact.
Coach Trainers, Mentors, and Supervisors
For professionals supporting the development of coaches who want to stay connected to emerging organizational needs and realities. This session helps bridge theory and practice, offering insights into how coaching education can better prepare coaches to operate as change agents inside complex systems.
Key Takeaways
The Data Is Clear: Meaning, Learning, and Well-Being Drive Engagement
Recent research on Gen Z and millennials confirms a fundamental shift in expectations at work. Purpose, continuous learning, and mental well-being are now central to job satisfaction and retention. Younger generations are less motivated by traditional hierarchical advancement and more by growth, impact, and alignment with values. Organizations that fail to respond to these needs risk disengagement and talent loss.
Traditional Management Models Are No Longer Sufficient
While expectations have evolved, many organizational practices have not. Employees increasingly report that managers focus on task oversight rather than guidance, inspiration, and development. This gap highlights the limits of controlbased management models and underscores the need for approaches that develop people- not just roles and outputs.
Coaching Responds Directly to the Quest for Meaning and Growth
Coaching provides a structured yet human space where individuals can clarify what matters to them, take ownership of their development, and align performance with purpose. By fostering self-awareness, responsibility, and reflective capacity, coaching supports both personal fulfillment and sustainable performance.
Bringing Coaching into Organizations Starts from Within:
Coaching does not need to be imposed top-down. It can be introduced from within the organization by coaches, HR professionals, and leaders who recognize its value and act as internal change agents. Starting small- through pilots, targeted populations, or specific initiatives- creates credibility and momentum.
Stakeholder Alignment Is a Critical Success Factor:
Successful implementation requires alignment with key stakeholders such as senior leaders, HR Directors, Learning & Development, and Performance Management functions. Framing coaching in the language of business outcomes- engagement, leadership effectiveness, retention, and change readiness- ensures relevance and sponsorship.
Structure Enables Sustainability:
For coaching to create lasting impact, it must be intentionally designed. Clear scoping, defined objectives, phased implementation, and realistic timelines help integrate coaching into existing organizational systems rather than positioning it as a standalone intervention.
Measuring Impact Strengthens Credibility:
While coaching addresses intangible dimensions such as meaning and awareness, its impact can and should be measured. Combining qualitative insights, quantitative indicators, and narrative impact stories allows organizations to demonstrate value while preserving the depth and integrity of the coaching process.
Coaching Supports Goal Setting and Implementation, Not Just Reflection:
Coaching is not only about insight- it is a powerful enabler during the implementation phase of change. By supporting goal setting, accountability, and behavioral shifts, coaching bridges the gap between intention and action at both individual and organizational levels.
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Registration now
About Morphosis Coaching Academy
Morphosis Coaching Academy is a leading provider of advanced, internationally aligned coach education dedicated to developing reflective, ethical, and entrepreneurial coaching
professionals.
Building upon years of experience in training ICF-accredited coaches, the Academy now proudly offers the MSc in Professional Coaching & Entrepreneurship, a ground-breaking postgraduate programme designed in collaboration with Teesside University (UK).
This innovative degree integrates rigorous academic learning with real-world practice, empowering coaches not only to master professional coaching competencies at PCC level but also to cultivate the entrepreneurial mindset required to thrive in today’s dynamic global landscape.
Asia-Pacific, Europe, Middle East, Africa
Celebrating its 10th anniversary in 2025, Morphosis empowers coaches with a decade of excellence in ICF-aligned coaching education for lasting impact
