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.
Like this article? Share it with your friends
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