Investing in a strong organisational culture creates an engaged, happy and high performing workforce.
Coaching is an integral and respected part of Learning and Development and performance management. It's common practice for organisations to utilise coaching due to its power to change behaviour and to drive action.
An organisation that invests time and money into professional development can expect more engaged and motivated employees with a positive impact on job performance. Furthermore, employees will feel more valued from the investment and happier in their work life.
'Happiness and Productivity', the title of a study conducted by economists at University of Warwick, showed that happy employees are 12 per cent more productive at work, while unhappy employees are 10 per cent less productive. There is a direct correlation between productivity and employee happiness.
An organisation that invests time and money into professional development can expect more engaged and motivated employees with a positive impact on job performance. Furthermore, employees will feel more valued from the investment and happier in their work life.
'Happiness and Productivity', the title of a study conducted by economists at University of Warwick, showed that happy employees are 12 per cent more productive at work, while unhappy employees are 10 per cent less productive. There is a direct correlation between productivity and employee happiness.
The Coaching Process and Ripple Effect
Awareness + Choices = Change: This definition acknowledges the crucial stages of the framework. Within ‘Awareness’ there is learning. The ‘Choices’ become conscious resonant choices which lead to growth and long-lasting ‘Change’. Greater awareness acts as feedback to help improve the choices that are being made. For example, awareness around goals, purpose, strengths, values (motivators), limiting beliefs, habits and behaviours. Throughout the process the coachee develops a resourceful mindset to help make better choices long after the coaching relationship comes to an end.
Alignment: The coaching relationship brings the goals and challenges of the organisation in line with the goals of the coachee. There is a clear relationship between the goals of the individual and the goals of the organisation. In fact, if the coachee achieves the goals within the coaching framework the organisation will move closer to its annual objectives.
Acceleration: The coaching framework, as outlined here, enables the coachee to achieve results at an increased pace, compared with going it alone. Often a challenge that has been procrastinated for months or even years is given the necessary attention and is assessed in a safe and courageous environment in order to resolve the issue much more quickly and to a better standard.
Action: Coaching without action is just a nice conversation. Action puts a new habit or behaviour into practice and creates learning around the experience. We learn by doing and often failing. It’s a necessary component to change. It’s action which has a significant impact on confidence and moves the coachee towards their goals and delivers the desired results.
Accountability: Accountability delivers action and learning, which evokes change. The coach holds the coachee to account and the coachee becomes responsible for themselves and their actions. This can be a very empowering experience. The coaching process creates a bridge between conversations and accountability – linking a great conversation to an action or reflection.
The Ripple Effect: Leadership development coaching is often leveraged in order to change and influence more than just those coached directly. It’s often used to create organisation-wide changes in performance, culture and well-being. As the coachee becomes a more accomplished leader, the surrounding team benefits. As the team increases productivity and performance the organisation benefits – creating a ripple effect.
Alignment: The coaching relationship brings the goals and challenges of the organisation in line with the goals of the coachee. There is a clear relationship between the goals of the individual and the goals of the organisation. In fact, if the coachee achieves the goals within the coaching framework the organisation will move closer to its annual objectives.
Acceleration: The coaching framework, as outlined here, enables the coachee to achieve results at an increased pace, compared with going it alone. Often a challenge that has been procrastinated for months or even years is given the necessary attention and is assessed in a safe and courageous environment in order to resolve the issue much more quickly and to a better standard.
Action: Coaching without action is just a nice conversation. Action puts a new habit or behaviour into practice and creates learning around the experience. We learn by doing and often failing. It’s a necessary component to change. It’s action which has a significant impact on confidence and moves the coachee towards their goals and delivers the desired results.
Accountability: Accountability delivers action and learning, which evokes change. The coach holds the coachee to account and the coachee becomes responsible for themselves and their actions. This can be a very empowering experience. The coaching process creates a bridge between conversations and accountability – linking a great conversation to an action or reflection.
The Ripple Effect: Leadership development coaching is often leveraged in order to change and influence more than just those coached directly. It’s often used to create organisation-wide changes in performance, culture and well-being. As the coachee becomes a more accomplished leader, the surrounding team benefits. As the team increases productivity and performance the organisation benefits – creating a ripple effect.
Coaching Focus Areas
Richard works with organisations covering a variety of areas, including:
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Benefits of Coaching
The International Coaching Federation conducted a study using qualitative survey results from over 2000 coaching clients. The results are below:
Increased Productivity
Professional coaching maximizes potential and, therefore, unlocks latent sources of productivity.
Positive People
Building the self-confidence of employees to face challenges is critical in meeting organizational demands.
Return on Investment
Coaching generates learning and clarity for forward action with a commitment to measurable outcomes.The vast majority of companies (86%) say they at least made their investment back.
Satisfied Clients
Virtually all companies and individuals who hire a coach are satisfied.
Source: ICF Global Coaching Client Study was commissioned by the ICF but conducted independently by PricewaterhouseCoopers.
360-Degree Feedback Survey
Most major companies now use 360-degree feedback as part of their appraisal and development process.
However, the survey results are only as good as the individual conducting the survey. Progress only occurs if actions arise and the client is held accountable to move forward. Follow-up is essential in impacting employee engagement. Managing this process sits neatly within the coaching framework.
Example summary of results:
However, the survey results are only as good as the individual conducting the survey. Progress only occurs if actions arise and the client is held accountable to move forward. Follow-up is essential in impacting employee engagement. Managing this process sits neatly within the coaching framework.
Example summary of results:
Impeccable You: 360-Degree Feedback Survey
360-Degree Feedback Survey: Benefits
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