How does coaching benefit an organisation

Most employees want to do a great job. In addition to providing training and the necessary resources to do the work, organizations that also provide one-on-one coaching are able to improve individual performance, which ultimately leads to better organizational performance. However, Gallup research shows that traditional approaches to performance management are falling short and not reaching stated performance management goals.

Only two in 10 employees strongly agree that their performance is managed in a way that motivates them to do outstanding work.

When only 20 percent of employees feel motivated, it is nearly impossible to achieve organizational excellence. The importance of ongoing interactions in a coaching relationship cannot be overstated, especially when the goal is to improve performance.

It starts with providing clear direction for a specific task or goal and laying out a path to achieving it. A good coach will periodically check in—ideally, at least once a week—to discuss the progress that has been made, help overcome any hurdles, and highlight areas for improvement. This continued engagement enables the employee to make incremental and sometimes drastic improvements that will allow them to become an overall better performer.

Modeling behavior is important, but even the sharpest employees cannot rely on observation alone. When coaches explain why something is done a certain way and how that method evolved, employees gain new knowledge and can apply it to other work. Improving employee engagement is a goal for many companies, and coaching is one way to get individuals to stay tuned in.

This loss can have a major impact on the bottom line, especially for companies with larger workforces. Despite this dismal statistic, the modern workforce wants to be engaged. Employees want to understand how their roles connect to the larger team and to the organization as a whole. Having a coach gives the individual a safe space to go and talk through sensitive issues. The coach often is a third-party participant, and their ability to remain uninvolved but give guidance allows the coachee to gain perspective without feeling intimidated by someone within their own organization.

This is only made possible if there is a secure way for the coach and coachee to communicate. Coaching software with direct messaging options allows that communication to take place. Using the safe place for encouragement and development is important. It allows for a more in-depth learning and higher levels of comfort with the skill. Once the individual is comfortable with their skills, they can begin to use them in their careers and see the advantages they are gaining from their coaching relationship.

Through coaching, an individual can learn more about themselves, find out how they are perceived by others, and improve on areas of their personalities that they are not satisfied with. Further, coaching takes learning to a level beyond remembering and understanding. The individual can take the skills presented by their coach and apply them in new situations within their safe learning space. Application in various situations will solidify the skillset in the individual.

A coach can give their coachee ideas for ways to improve themselves, but more importantly they can help them become aware of their blind spots. Once the individual is aware of these areas, they can work with the coach to begin improving them. A great way to build personal awareness is through personality assessments.

The financial benefits of coaching are clear. Implementing coaching into companies leads to heightened trust and performance, as well as happier employees and reduced turnover costs. Realising the benefits of coaching in the workplace involves thinking about what the wider goals and challenges of the business are.

Consider also how different employees can benefit from different types of coaching. There are many options: coaching for employees, executive coaching, business coaching, digital coaching, and more! This type of coaching is carried out virtually: coach and coachee can be located anywhere. They interact using technology to access a coaching platform. Digital coaching is suited to future-oriented businesses. The last year has seen a revolution in work practices, which leaves little doubt that remote working — and the digital coaching sector — will continue to grow.

As experts in the field of coaching , CoachHub have been emphasising the specific advantages of digital coaching since Digital coaching is ideal for companies responding to recent developments in remote working, or for those who simply appreciate the convenience and flexibility of coaching online.

Employees often have busy schedules, while online coaching involves no commuting time and no stress: just time to focus on themselves and their goals, and have candid discussions. Digital coaching means that businesses can select options to suit each individual — from leadership coaching to talent management.

The simplest form of business coaching involves one-to-one sessions between employees and their chosen coach, designed to guide them in realising their potential and fulfilling their role as effectively as possible. Earlier in this guide, we described some of the benefits of coaching in the workplace — for the employer. Executive coaching focuses on leadership development at an executive level. Designed to help ambitious people continue their career progression, executive coaching helps with identifying and overcoming challenges.

The coach is defined by their role as a facilitator, rather than a guide. This form of coaching often involves a focus on interpersonal issues. Unlike some more traditional forms of coaching, it does not resemble formal training or mentoring.

The benefits of executive coaching are significant. Coaching creates more diverse teams. Teams can achieve outstanding performance improvements when coached in this way, creating a unique culture of mutual respect and commitment between team members and allowing new ways of working, creativity, and innate talent to shine through.

As a coachee, I get the benefit to think for myself, to make my own choices about how I approach my work and work issues within appropriate limits and to feel understood and appreciated as a responsible person who has the capacity and skill to think and act independently.

As an individual, this will enhance my sense of being a valued and trusted employee and will improve my relationship with my manager as time progresses. It also will give me the confidence to stretch my own assumed limitations and to take more enjoyment from my work. With all these benefits for organisation, team and individuals, developing and sustaining a coaching culture must be a primary consideration for any organisation needing to survive and prosper in an increasing VUCA landscape.

Ultimately, people are a key competitive advantage that an organisation has.