Coaching within an Organization
When we hear the term “coaching”, what comes to mind? Many hear the word and immediately associate it in a sports context. So when we hear “coaching” in a business environment, we might assume that it is similar to a sports training session where everything stops, and all of the focus is on the coach and what they are training. At one point in time, that may have very well been the case, but not anymore. In today’s workplace, coaching is all about everyday hands-on learning while the wheels of business continue spinning.[i]
While coaching is a critical component in leadership development, it is also an integral part of achieving specific business goals. Additionally, it is also one of the most productive ways of enhancing performance. [ii]
A good coach should be viewed as a guide, helping individuals or teams unlock their potential by developing knowledge or skills. Margery Weinstein, author of “Determining Coaching ROI”, says that coaching gives employees extended feedback and guidance for improvement and can produce measurable results if it’s delivered and assessed the right way.
Benefits of Coaching Employees
The benefits of coaching employees are vast. The Harvard Business Review’s Answer Exchange offers some great reasons to consider coaching. Here are a few:
- Employees build valuable skills and knowledge they can use to advance in their careers.
- Employers can overcome time-consuming performance problems.
- Employers can boost productivity by helping your employees work smarter.
- Employers can develop a deep bench of talent who can step into your shoes as you advance in the company.
- Employers can improve retention; employees are more loyal and motivated when their bosses take time to help them improve their skills.
- Employees feel supported and encouraged by both their manager and the company.
- Employees experience the pride and satisfaction that come with surmounting new challenges.[iii]
One specific area of coaching that you’ll see over and over is relationship building. Relationships matter with coaching. It is the responsibility of a coach to formulate a unique approach that not only engages and empowers but also drives great results. This is increasingly relevant today and in the future of workplace coaching. A study done by Deloitte found that 61% of more than 7,000 millennial’s said that having somebody to turn to for advice and help for developing their leadership skills was beneficial. Additionally, those who said they planned to stay with their employer for more than 5 years were twice as likely to say they had a mentor.[iv] While the workforce is becoming increasingly multigenerational, it is important that organizations are able to capitalize on this opportunity.
Everyone, from Millennials to Baby Boomers, has their own natural learning style. Coaches are responsible for finding an individual’s or group’s strengths and leveraging those strengths to achieve results in any given situation.
Every organization has its own unique opportunities. By incorporating a coaching system you incorporate a beneficial lasting change in the culture and practices of your organization.
Interested in finding out if a coach is right for your organization? Then visit our Training Delivery page to see how we can help you.
[i]Keogh, Olive. “Sound Basis for Encouraging a Coaching Culture in the Workplace.” The Irish Times, The Irish Times, 2 Feb. 2018, www.irishtimes.com/business/work/sound-basis-for-encouraging-a-coaching-culture-in-the-workplace-1.3368573
[ii]“Determining Coaching ROI.” Training Magazine, 19 July 2017, trainingmag.com/trgmag-article/determining-coaching-roi
[iii]Nguyen, Steve. “The Benefits of Coaching Employees.” Workplace Psychology, 15 Aug. 2017, workplacepsychology.net/2010/08/28/the-benefits-of-coaching-employees/
[iv]The 2016 Deloitte Millennial Survey. 2016, The 2016 Deloitte Millennial Survey,https://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-Deloitte/gx-millenial-survey-2016-exec-summary.pdf