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  • Nine out of ten organizations use coaching by line managers
  • Two out of three organizations use external coaches
  • 84% regard coaching by line managers as “effective” or “very effective”
  • 92% judge coaching by external practitioners to be effective
  • 99% of HR practitioners believe coaching can deliver benefits to both individuals and organizations
  • 96% of HR practitioners believe coaching is an effective way to promote learning in organizations
  • 93% of HR practitioners believe coaching and mentoring are key mechanisms for transferring learning from training courses back to the workplace
  • 92% of HR practitioners believe coaching believe when coaching is managed effectively it can have a positive impact on an organizations bottom line


coaching attributesUnless coaching is managed and designed effectively, the results may not measure up to expectations.

Manager – Coaching

– allows broader audience to receive coaching, but managers unlikely to have the same high level of skills as internal/external coaches

Internal Coaches

– a one-to-one developmental intervention supported by the organisation and provided by a colleague of those coached who is trusted to shape and deliver a program yeilding individual professional growth.

External or Executive Coaches

– this can include free agenda coaching, set agenda coaching, skills, performance and development coaching, and growth and development to support the development of internal coaching capacity and coaching culture.


Read the whole article by author  Jessica Jarvis




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