Blog
Corporate Coaching
In Equilibrium are able to provide corporate coaching for managers and employees throughout the UK. If there is someone in your organisation you think may benefit from one-to-one coaching please don't hesitate to contact us to discuss how we may be able to help.
"Training can improve performance by 22%. Training accompanied by coaching can improve performance by 88 %" The International Personal Management Association
Robert Dilts, a leading behavioural skills trainer, coach, and consultant, describes coaching as "the process of helping people and teams to perform at the peak of their abilities. It involves drawing out people's strengths, helping them to bypass personal barriers and limits in order to achieve their personal best, and facilitating them to function more effectively as members of a team."
Top Ten Reasons for Using Coaching
- Improving individual performance
- Dealing with under-performance
- Improving productivity
- Career planning and personal development
- Growing future senior staff
- Fostering a culture of learning and development
- Motivating staff
- Accelerating change in the organisation
- Demonstrating the organisation's commitment to staff
- Improving staff retention
Benefits of coaching
In a recent study by the International Coach Federation, quoted by the CIPD, individuals reported a range of benefits from those who use coaches in the world of work:
- Increased self awareness 68%
- Improved quality of life 43%
- Better goal setting 62%
- Enhanced communication skills 40%
- More balanced life 61%
- Lower stress levels 57%
- Enhanced self discovery 53%
- Increased confidence 52%
Why Coaching?
Coaching has seen huge growth in recent years. According to a recent Chartered Institute of Personal Development press release, almost 90% of organisations now use coaching. The 'Taking the Temperature of Coaching Report,' which surveys over 500 companies, finds 51% consider coaching as a key part of learning and development and consider it 'crucial to their strategy.' It is being used at all levels to build on good performance (23%), improve poor performance (20%) and it forms part of leadership development (23%).
"It is not surprising that so many are turning to coaching and mentoring to improve performance," says Dr John McGurk, CIPD Adviser, Learning and Talent. "When budgets are tightened, it's a relatively inexpensive way to develop staff and it also has the benefit of being tailored to an organisation's specific needs. As well as this, coaching has great scope to improve employee engagement, empower people and boost morale at a time of great uncertainty."
The HSE stress management standards identify Support as one of the 6 key conditions influencing health, well being and organisational performance. The standard requires that:-
- Employees should receive adequate information and support from their colleagues and superiors; and that
- Systems are in place locally to respond to any individual concerns.
For stressed senior executives, this support can be hard to find. As the leaders of the organisation, they can feel that they should be providing rather than receiving support. And since they tend to have fewer immediate colleagues and superiors to turn to, life at the top can be lonely and isolated. Executive Coaching is a way of responding to this problem.
Coaching has become a key resource in the toolkit of modern, learning organisations. It can represent a major investment of resources and therefore it is essential that organisations are clear about what it can - and can't deliver.
Coaching can take place with an individual or within a group and an organisation may want to introduce a "coaching culture" into its everyday ways of working.
"Coaching is likely to play a major role in leadership development activities for UK organisations. A recent CIPD survey showed that 93% of respondents using coaching believe that a coaching culture is either very important or important to the success of their organisation. Results show that improving individual and business performance are the main objectives for developing a coaching culture."
(Source - Jarvis, Lane and Fillery-Travis, CIPD)