“Effective coaching can have a positive impact on an organisation. It can produce improved relationships and teamwork between staff at different levels. Employees have increased job satisfaction, which improves productivity and quality, and there is an overall improved use of people, skills and resources, as well as greater flexibility and adaptability to change. Organisational coaching can help to align individual performance with team and organisational objectives, maximise strengths, enhance communication between managers and teams, help individuals take ownership and responsibility for their behaviours and actions, and encourage individuals to stretch beyond their assumed constraints (p 19).”
She also pointed out that a CIPD (Chartered Institute of Personnel and Development) survey in 2004 found that 99 per cent of 500 respondents agreed that coaching could produce tangible benefits, both to individual and organisations. Additionally:
Some researchers believe that the benefits of coaching can be broken down into strategic benefits and interpersonal benefits.
Investing in training programmes can impact on employee’s feeling of self-worth within the organisation.
Employees are more likely to remain in an organisation which they feel has an interest in them and their developing career.
Investment in, and modernisation of, learning and development methods are essential to ensure … competent, supported and skilled professionals.
It is reasonable to suggest that those who have been in coaching relationships are more likely to coach others.
This has important implications for the organisation, as investing in coaching programmes is likely to create a pool of effective coaches for the future.
In the current social and economic climate, the need for companies to have an up-to-date understanding of staff and customer needs is vital. Through coaching relationships, senior managers acting as coaches can communicate organisational decisions and ideas to coaches.
Coaching relationships are a cost effective way for the organisation to foster and develop talent. The UCE (University of Central England, 2004) study, found that there were three main benefits and key outcomes of coaching:
Coaching is a developmental intervention that is increasingly being employed in organisations. Targeted development interventions such as coaching enable individuals to adjust to major changes in the rapidly evolving business environment. Coaching can help to support individuals in making the necessary steps to advance in their careers and perform at optimum levels in roles that require large step-changes in skills and responsibility.
Fielden, B. 2005. Literature Review: coaching effectiveness – a summary. NHS Modernisation Agency Leadership Centre.