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Winning Organisations Introduce Coaching
 It has been proven that a crucial element distinguishing winning companies from failing ones, or simply average ones, is how aligned the employees are with the goals of the organisation, or with its "brand promise".
Gaining such an alignment requires a systemic approach, a shared vision, personal mastery (or high emotional intelligence) openness to learning and to changing mental models as well as a commitment to working in teams.
What Are the Benefits of Executive Coaching?
The Chartered Institute of Personnel Development (CIPD) in the UK found in their most recent training survey Training and Development 2006 that:
Use of coaching was widespread in UK organisations, with almost nine in ten respondents reporting that they now use coaching in their organisation (88%).
The main reasons organisations are using coaching is to improve individual performance, deal with underperformance and improve productivity. (Source)
The International Coach Federation surveyed 4,000 companies, and found that the benefits of coaching included:
- Improved individual performance;
- Improved profit;
- Improved client service and competitiveness;
- Development of people for next level;
- Improved management / staff relationships; and
- Improved retention
In 1999, the International Coach Federation and Linkage, Inc. surveyed 4000+ corporations on their involvement in corporate coaching. Here are some of their findings:
- More and more, corporations across the U.S. were hiring coaches as a perk for their top performers
- The investment returns improved performance for the individual and higher profits and a competitive edge for the company
- The primary benefits of coaching were (in this order): improved individual performance, bottom line results including profit, client service and competitiveness, development of people for the next level: confidence raising, skills and self empowerment, goal achievement, relationship improvements, and retention.
- Companies that use external coaches use them for executive ranks. Reasons they gave for a preference for external coaches include: confidentiality, because internal consultants are devalued, they can train managers to coach, too busy internally to coach internally, and there is greater boundary clarification.
Source: www.coachfederation.org
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