How do you develop high potential employees, new managers, and leaders? By coaching, according to a survey of organizations throughout the world (CIPD 2012:13). Reasons for why coaching tops the list are found in the results of a survey of the benefits of coaching to employees and the organization (Industrial 1999).
The main benefits of coaching to the recipient are:
• Generates improvements in individuals’ performance/targets/goals (84%)
• Increased openness to personal learning and development (60%)
• Helps identify solutions to specific work-related issues (58%)
• Greater ownership and responsibility (52%)
• Developing self-awareness (42%)
• Improves specific skills or behaviour (38%)
• Greater clarity in roles and objectives (37%)
• Corrects behaviour/performance difficulties (33%)
The main benefits of coaching to the organization are:
• Allows fuller use of individuals’ talents/potential (79%)
• Demonstrates commitment to individuals and their development (69%)
• Higher organizational performance/productivity (69%)
• Increased creativity, learning, and knowledge (63%)
• Intrinsically motivates people (57%)
• Facilitates the adoption of a new culture/management style (39%)
• Improves relationships between people and departments (35%)
Coaching skills and mindsets are essential for managers and supervisors. Coaching empowers a person or group to grow in their skills and capacity while simultaneously achieving organizational objectives.
Contact us today to find out how managers and supervisors in your organization can develop practical, on-the-job skills for helping people solve problems, reach goals, and develop others.
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References
CIPD (2012). Learning and Talent Development: Annual Survey Report 2012. www.cipd.co.uk
The Industrial Society (1999). Managing Best Practice: Coaching, IDS, London.
