Benefits of coaching for organisations
Benefits of coaching for organisations
Coaching has the adaptability to support different learning styles so may be able to support more employees than traditional training methods.
Benefits for the organisation
• Improve productivity, quality, customer service and shareholder value
• Can gain increased employee commitment and satisfaction, which can lead to improved retention
• Demonstrate to employees that an organisation is committed to developing its staff and helping them improve their skills
• Support employees who’ve been promoted to cope with new responsibilities
• Help employees to sort out personal issues that might otherwise affect performance at work
• Gain a satisfactory process for self-development
• Support other training and development initiatives e.g. reduce ‘leakage’ from training courses
Benefits for the individual
• Learn to solve own problems
• Improve managerial and interpersonal skills
• Have better relationships with colleagues
• Learn how to identify and act on development needs
• Have greater confidence
• Become more effective, assertive in dealing with people
• Have a positive impact on performance
• Have greater self-awareness and gain of new perspectives
• Acquire new skills and abilities
• Develop greater adaptability to change
• Improve work-life balance
• Reduce stress levels
The first step is an exploratory conversation to find out needs, coaching aims and how these align with company aims. It should also be checked that coaching is the appropriate medium. When there is agreement to go ahead, the first coaching session should seek shared clarity on the aims and outcomes of the coaching sessions, on the scope and approach and the duration period.
With this in place a coaching plan can be developed together with indicators of progress and success. Any coaching plan must ensure a focus on the agreed aims, and must also ensure milestones and measures are in place. This allows overall progress, as well as shorter-term agreed actions, to be reviewed.
As a guide, each coaching session should last one to two hours, and the interval between each session should be enough to allow the individual sufficient time to put any resulting plans into action. It may also be helpful to have telephone conversations between sessions. From time to time coaching sessions could even be conducted on the telephone.
While coaching can be a very effective development tool, as with any learning intervention, it will be most effective when a genuine need for it is identified, and when it is the best development tool for the specific role.
Benefits of coaching for organisations - To learn more about this author, visit Rizwana Shah's Website.
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Flatter organisational structures, broader management roles and lower job security have been contributing factors to the growth of coaching.
Coaching has the adaptability to support different learning styles so may be able to support more employees than traditional training methods.
Benefits for the organisation
• Improve productivity, quality, customer service and shareholder value
• Can gain increased employee commitment and satisfaction, which can lead to improved retention
• Demonstrate to employees that an organisation is committed to developing its staff and helping them improve their skills
• Support employees who’ve been promoted to cope with new responsibilities
• Help employees to sort out personal issues that might otherwise affect performance at work
• Gain a satisfactory process for self-development
• Support other training and development initiatives e.g. reduce ‘leakage’ from training courses
Benefits for the individual
• Learn to solve own problems
• Improve managerial and interpersonal skills
• Have better relationships with colleagues
• Learn how to identify and act on development needs
• Have greater confidence
• Become more effective, assertive in dealing with people
• Have a positive impact on performance
• Have greater self-awareness and gain of new perspectives
• Acquire new skills and abilities
• Develop greater adaptability to change
• Improve work-life balance
• Reduce stress levels
The first step is an exploratory conversation to find out needs, coaching aims and how these align with company aims. It should also be checked that coaching is the appropriate medium. When there is agreement to go ahead, the first coaching session should seek shared clarity on the aims and outcomes of the coaching sessions, on the scope and approach and the duration period.
With this in place a coaching plan can be developed together with indicators of progress and success. Any coaching plan must ensure a focus on the agreed aims, and must also ensure milestones and measures are in place. This allows overall progress, as well as shorter-term agreed actions, to be reviewed.
As a guide, each coaching session should last one to two hours, and the interval between each session should be enough to allow the individual sufficient time to put any resulting plans into action. It may also be helpful to have telephone conversations between sessions. From time to time coaching sessions could even be conducted on the telephone.
While coaching can be a very effective development tool, as with any learning intervention, it will be most effective when a genuine need for it is identified, and when it is the best development tool for the specific role.
Benefits of coaching for organisations - To learn more about this author, visit Rizwana Shah's Website.
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David AchesonDavid Acheson is the founder of DCJA Consultancy. DCJA Consultancy is a management consultancy business specialising in B2B sales consultancy. They offer bespoke and packaged sales consultancy including Sales Optimisation Review, Interim Sales Management, Sales & Marketing Review, 1:1 Sales & Management Staff Analysis, Management Training, Solution Sales Training, Creation of New Pay Plan, KPI's, run Customer Feedback Campaigns, assist with Recruitment, Coaching, Appraisals and set up Strategic Marketing Campaigns. David spent his early career in accountancy and then moved into sales in 1982, working in Office Equipment, IT, Advertising, Training, Outsourcing and Consultancy. He has held many Senior Positions in SMBs and Global Organisations including Head of Sales Operations & Head of Business Development. His knowledge, skills and great experience of the Sales Industry has led to David making keynote speeches and running educational sessions to key businesses through organisations including The Chamber of Commerce and Business Link. - Visit David Acheson's Website |
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Casey GollanCasey Gollan, Business Coaching & Mentoring Programs. Add $1 Million to $10 Million in the next 1 to 3 years. Since 1996 Casey has to added hundreds of millions of dollars to businesses. Watch a free video see client results Business Coaching website. - Visit Casey Gollan's Website |
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Joe DagerJoe Dager is President of Business901, a progressive coaching company providing no-nonsense direction in areas such as Lean Six Sigma Marketing and organized referral marketing. What others say: In the past 20 years, Joe and I have collaborated on many difficult issues. Joe’s ability to combine his expertise with “out of the box” thinking is unsurpassed. He has always delivered quickly, cost effectively and with ingenuity. A brilliant mind that is always a pleasure to work with.” - James R. If you want to learn more about Business901, start a conversation with us. We can be found @ Web/Blog: Business901.com Web/Blog: FundingYourNonprofit.com LinkedIn Profile Follow me on Twitter - Visit Joe Dager's Website |
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John BrennanJohn Brennan Ed.D. Dr. Brennan is President of Interpersonal Development, LLC, a training and development firm. Interpersonal Development has provided sales training and coaching to more than 3,000 sales reps from over 100 companies. A native of Australia, Dr. Brennan received his doctorate from the University of Rochester. His dissertation researched the effectiveness of Behavioral Modeling Technology in training people in interpersonal skills. While he has spent most of his career designing or delivering training, he was also a Vice-President of Sales of a training and development franchise with operations in 25 markets. Dr. Brennan has designed and delivered sales training in North America, Asia, Europe, Australia and the Middle East. He has been a guest speaker at numerous national and regional professional conferences. When Microsoft wanted Best Practices articles on sales for their web site, they called Dr. Brennan. The results are at http://office.microsoft.com/en-us/FX011387391033.aspx His firm’s clients have included Volvo, The Prudential, Merrill Lynch, Eastman Kodak, Gannett, Equifax Europe, the Economist Group and countless small businesses. - Visit John Brennan's Website |
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Linda RichardsonLinda Richardson is the Founder and Executive Chairwoman of Richardson, a global sales training and performance improvement company. As a recognized leader in the industry, she has won the coveted Stevie Award for Lifetime Achievement in Sales Excellence and she was identified by Training Industry, Inc. as one of the “Top 20 Most Influential Training Professionals.” Ms. Richardson is credited with the movement to Consultative Selling and is the author of ten books on selling and sales management, including Sales Coaching — Making the Great Leap from Sales Manager to Sales Coach, and Stop Telling, Start Selling. She teaches sales and management at the Wharton Graduate School of the University of Pennsylvania and the Wharton Executive Development Center. Linda is a frequent speaker at industry and client conferences, has been published extensively in industry and training journals, and has been featured in numerous publications, including The Wall Street Journal, Forbes, Nation’s Business, Selling Power, Success, and The Conference Board Magazine. Learn more about Richardson's sales training and performance improvement solutions at http://www.richardson.com web - Visit Linda Richardson's Website |
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