Coaching – proactive development or remedial training?

Posted in Blog, General, Operations Management On June 28th, 2011
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In some organisations coaching has earned itself a bad name as a tool for remedial training but used effectively it is a powerful tool that can support operational management.

I’ve come across some interesting facts about coaching to share with you.

In a recent survey conducted by the Institute of Leadership and Management into coaching methodology across 250 large UK companies the following was noted:

  • Coaching is widely used as a development tool. 80% of the organisations surveyed had used or were using coaching, with a further 9% likely to use coaching in the next three years.
  • 83% use internally recruited/employed coaches and 65% use external coaches.

So who are the internal coaches?

  • 53% of internal coaches are coachee’s line manager, 46% are ’senior staff members from within coachee’s own business area (technical specialists)

How were these coaches selected?

Internal coaches are selected on the basis that they are:

  • Suitable individuals (54%)
  • Line managers (53%)
  • Senior staff members (46%)
  • Members of HR staff (43%)

This led me to question if they have the right skills and how are they trained.  In the same survey two thirds of organisations (34%) offer some form of development, and one third encourage coaches to gain a qualification – but are the right people elected as a coach in the first place?

So can everyone be a coach?

Used well coaching is a powerful tool that can improve individual and company development.  However the coach needs to develop core skills, experience, knowledge and personal attributes to enable them to develop as a great coach.  You do not become a great coach just by being appointed one.  I’ve seen this many times and it takes a certain skills set to be effective.  A good coach knows there is always room for improvement – in themselves and the people they coach.

So over to you….

Do you see coaching as a proven way for managers to motivate people and improve individual and business performance – what works for you and what are the benefits?

Is coaching seen (evidenced) as a powerful tool in your organisation?

Leave a response and comment on what size organisation you are too please.  Thanks!

Janet Greenwood, Client Solutions at eg