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Fostering Mental Health and Soft Skill Development Within Our Company

Written by Katalin Éva Nagy, organizational development expert at MedRes

Enhancing Well-being and Workforce Development in MedRes

Within our company, prioritizing the support, development, and preservation of our colleagues’ mental health is of utmost importance. As a work and organizational psychologist, coach, and trainer, my role is to provide tailored support based on the unique needs of the organization, group, or individual. In addition to mandatory education sessions, our team members are offered the chance to participate in optional individual and group development, which may encompass coaching or training. The feedback and noticeable improvements indicate that our employees highly value the opportunity to seek support within the organization and actively take advantage of these beneficial opportunities.

The Wide-Ranging Benefits of Workforce Development

In recent years, the significance of training, coaching, and organizational development within companies has grown. Whether through external consultants or internal positions, supporting colleagues with development brings notable benefits to both individuals and the organization. These methods, such as coaching and training, facilitate easier adaptation to a changing environment, fostering agility and resilience. By investing in colleagues’ development, organizations demonstrate a commitment to their growth, create a positive work culture, and prepares a workforce to excel in a changing environment.

Coaching as an Effective Development Tool: Building Skills for Personal and Professional Achievement

The concept of coaching has been defined by many people in many different ways, their essence is very similar, but one of the most reliable definitions can be found on the ICF website.

“Coaching is a partnership with the client, a thought-provoking and creative process that inspires the client to make the most of himself both personally and professionally.

Coaching is a unique service and separate from therapy, counseling, mentoring and training. Those who become participants in a coaching process can experience the experience of:

  • they will see their personal challenges and opportunities differently,
  • their thinking and decision-making ability are strengthened,
  • their personal efficiency develops,
  • their self-confidence increases and
  • they get closer to fulfilling their work and role in life.” (ICF – Hungary Chapter, 2023)

Within coaching, we can separate countless subcategories, based on its purpose or methodology. We usually refer to life and business coaching. Typical topics of business coaching are time management, management communication, burnout and stress management.

Life coaching focuses more on private life, self-management, relationship or family conflict management. Business and life coaching cannot always be so sharply separated into everyday coaching processes, but the focus is determined by which type of coaching we are participating in.

In his research, Jarosz (2021) examined the influence of coaching on the well-being and performance of managers and their teams during the pandemic. He came to the conclusion that coaching helps with adaptation, stress management, communication and relationship building, and can increase performance and motivation, and can also provide support for managers to be more effective and adapt to changes.

In a study by Jones, Woods, and Guillaume (2016), the authors conducted a meta-analysis of the effectiveness of workplace coaching. Based on the results of the research, the researchers came to the conclusion that workplace coaching can have many positive effects, including on learning and knowledge development, performance and effectiveness, self-confidence and motivation, as well as career development.

At MedRes, we provide coaching opportunities for colleagues with potential to become future team leaders. Our coaching programs empower them with the skills and mindset needed for leadership roles. Through tailored guidance and support, we help them develop self-awareness, refine their communication style, and enhance crucial competencies. Furthermore, colleagues who require support or wish to enhance specific skills have the opportunity to access the available developmental offerings.

Group Development in Training: Enhancing Skills and Collaboration

During the trainings, the development takes place in groups. It is usually created around a specific topic, such as communication, conflict management or even cooperation. The focus is on the development of the given ability. There is also group development in coaching, but there the focus is on the dynamics of the group rather than on increasing their performance.

The effectiveness of the training is influenced by countless factors. Salas, Tannenbaum, Kraiger, & Smith-Jentsch (2012) provide an overview of the scientific foundations of training and development programs used in organizations. The article presents the key factors affecting the effectiveness of trainings, such as training design, learning and delivery, workplace support, evaluation and feedback.

Similar to coaching, trainings can bring results in countless areas, whether it’s about increasing performance, developing a specific skill, increasing teamwork and team cohesion, etc. The training is a form of learning where the participants can try out what they have learned in a safe environment and have the opportunity to put it into practice, so that the knowledge is more deeply embedded.

At MedRes, we offer comprehensive training programs to enhance our colleagues’ skills and knowledge. These initiatives cover various areas, ranging from technical expertise, which keeps them updated with the latest industry trends, advancements, and methodologies, to the development of essential soft skills such as communication, time management, and leadership capabilities.

The Power of Management Coaching and Training: Lessons from My Experience

Based on the experience of the past years, I see that more and more companies are devoting resources to the training and development of their employees, not only professionally, but also from a human perspective. In addition to professional training, the development of personal competences is important, and in fact, these skills support employees in holding their own in a negotiation or conflict situation, being able to work together more effectively in a team, maintaining their motivation or organizing their work properly.

Of the countless training and coaching topics, management coaching and training is the closest to my heart, because I believe that managers are responsible for their colleagues, both on a professional and human level. I believe that we are not born leaders and we do not even become leaders when we are appointed. Becoming a leader is a long journey that requires self-knowledge and a strong leadership toolbox. Training and coaching are also great ways to develop them.

Another important topic that I often deal with for professionals is burnout and stress management. In both cases, the best way is prevention. Of course, if this is no longer possible, then immediate intervention is required. Colleagues have the opportunity to contact me with these topics as well.

It is important to emphasize that it is not only worthwhile to use development if we feel that we have a blockage, either at the organizational, group or individual level. What’s more, ideally, the development should be a continuous flow, thereby preventing possible problems or recognizing them sooner.

Empowering Colleague Growth: A Commitment to Mental Health and Development at MedRes

In conclusion, at our company, we prioritize the support, development, and preservation of our colleagues’ mental health. We offer a range of opportunities, including mandatory education sessions and optional individual and group development, such as coaching and training, to empower our colleagues and enhance their skills and knowledge. Through these initiatives, we not only invest in the personal and professional growth of our colleagues but also cultivate a culture of care, continuous improvement, and overall well-being at our company.


ICF – Hungary Chapter. (2023. 06 19). Source: ICF – Hungary Chapter:

Jarosz, J. (2021). The impact of coaching on well-being and performance of managers and their teams during pandemic. International Journal of Evidence Based Coaching and Mentoring, 4-27.

Jones, R., Woods, S., & Guillaume, Y. (2016). The effectiveness of workplace coaching: A meta-analysis of learning and performance outcomes from coaching. Journal of Occupational and Organizational Psychology, 249-277.

Salas, E., Tannenbaum, S., Kraiger, K., & Smith-Jentsch, K. (2012). The science of training and development in organizations: What matters in practice. Psychological Science in the Public Interest,, 74-101.