Does Coaching really work in organisations and help transform the business?
AS "Everyone needs a coach" says "Bill Gates, whether we are a CEO, leader, teacher, basketball player or bridge player, we all need people who will help us reach our goals and give us feedback."
Coaching is the most valuable tool for employee development and it has been proven many times that organisations with strong coaching cultures have a great impact on its financial performance. Not only that, coaching also helpsto reduce employee turnover, increase productivity and employee satisfaction.
Coaching in either 1:1 or a small group intervention, helps employees with essential support and counsel they need to perform at a new level. In a coaching culture organisation, employees generally do not lack the skills or knowledge or experience needed to drive the organisation but learn new strategies to achieve their goals and it creates a fundamental shift in their approach to work and life.
Coaching thrives & is an effective tool because it encourages "asking" rather than telling in order to provoke thoughts rather than giving directions and supports on holding a person accountable for his or her goals.
What are the coaching skills a coach should have?
AS Empathy & Compassion;
- Maintaining confidentiality;
- Leaving the judgment mind behind;
- Being comfortable in long pauses and silence;
- Ability to ask introspecting questions;
- Resist the feeling of providing solutions;
- Being an accountability partner;
- Non-Intrusive yet interested;
- Solution focused;
- Have a child-like curiosity.
Last but not the least; a coach must be able to generate confidence, trust and must create a safe space for open and honest conversations.
Is coaching required to be redefined in changed business environment? If so, what factors should be taken into consideration?
AS Coaching is not ideal if it is approached as remedial or in place of performance management. The best scenario for coaching is when it is viewed as a development opportunity for both the individual and the organisation to stretch out of their comfort zone and achieve greater value to impact individual and business performance.
1) Initial - mutually agreed upon objectives;
2) Midway - clearly articulated plan;
3) Completion - assessment of behaviours, progress achieved; and
4) Conclusion - formal evaluation of coaching process.
How to establish a coaching culture in an organisation?
AS For establishing a robust coaching cultureand for it to work and truly drive results for the business, it must echo throughout the entire company almost at every level.
Build Relevance from the Top Down
Leaders who want coaching to become a company culture, they need to start with themselves. Make it a part of meeting agenda, strategic discussions; illustrate the benefits of coaching to the organisation and to people managers. Help managers as well as employees understand the value that coaching can provide them. Show managers how coaching can engage their people, increase team performance, augment their leadership skills.
Investing in your talent's growth and their future is ultimately the most rewarding experience for the individual and the organisation.