Coaching effectively supports leaders, teams, managers, and even new talent within small, medium, and large-scale organisations worldwide. Due to the benefits that coaching has, it is often seen as an investment. In fact, in recent years, the number of organisations employing both internal and external coaches has risen considerably.
Whilst coaching can bring about positive changes such as improved behaviours, attitudes, team performance, and conflict resolution, there are often misconceptions surrounding what coaching can and cannot do for an organisation.
In this blog, we share a few examples of what coaching can and cannot do for an organisation.
Coaching Can Support People and Teams At Any Stage
Coaching is often mistaken as a tool that can only be employed when a team experiences conflict or when a leader receives negative feedback. Likewise, coaching may only be taken advantage of when an individual is underperforming.
However, coaching can be utilised at any stage to drive positive change. For example, a team who works well together may participate in coaching to help them become even more cohesive and productive.
Similarly, a director may receive executive coaching to improve their self-awareness, enhance their emotional intelligence, or take their leadership skills to the next level.
Coaching Can Unlock Potential and Develop Future Leaders
As noted above, coaching is often employed to resolve issues amongst teams or to enable leaders to improve their skills. However, coaching can also unlock potential and develop future leaders.
From mentoring programmes to talent and graduate programmes, coaching can support organisations in their succession planning. A strategy employed to enable organisations to identify and develop new leaders, approximately 86% of leaders confirm that succession planning is essential, according to research conducted by Deloitte.
At The Leadership Coaches, talent and graduate programmes identify, nurture, and develop new leaders. The programmes include a set of coaching days and one-to-one coaching to support talent in improving their skills and leadership qualities.
Coaching Can Increase Job Satisfaction and Employee Retention
In a previous blog, we mentioned that coaching can support leaders in enhancing employee retention. Why? Coaching contributes to higher job satisfaction as it encourages professional development and helps leaders create a positive work environment.
When employees have the opportunity to engage in professional development, they are more likely to stay with an organisation. Likewise, when employees feel as though their career growth is supported, they are more likely to remain with an organisation for a prolonged time.
As touched on above, coaching also helps leaders create a positive work environment. Sadly, toxic workplaces still exist and are frequently cited when an employee leaves a role.
Furthermore, coaching can support leaders in enhancing their capabilities to give feedback and truly listen to their people, both of which increase job satisfaction and employee retention.
Coaching Cannot Control Employees
When considering what coaching can and cannot do for an organisation, it is crucial to understand that coaching cannot control employees. Instead, coaching provides people with the tools and guidance they may need to excel in their roles.
The aim of coaching is to work with employees and organisations, so if you are looking to control your employees rather than working with them, coaching is not for you.
Unfortunately, those looking to control employees are at risk of experiencing reduced engagement and a lack of employee retention.
Coaching Cannot Offer A Quick Fix To Internal Organisational Issues
It is common for managers to seek out coaching as a way to address internal organisational issues. Although coaching can be an effective tool for managing conflict, improving communication, and leading through change, it is paramount to remember that coaching cannot offer a quick fix to deep-seated issues.
This is because coaching is a process that requires time and commitment from both the coach and the coachee. It is critical to understand that coaching is not a magic solution that will immediately solve any problems. Instead, coaching is a way to explore issues and find solutions that can help organisations and their people move forward.
Typically, executive or one-to-one coaching consists of at least six monthly coaching sessions. Meanwhile, team coaching includes six to eight sessions.
To Conclude
As we can see, coaching can:
Support people and teams at various stages of their journey
Help organisations enhance employee retention and engagement
Assist organisations and leaders in increasing job satisfaction
Enhance leadership capabilities
Help organisations increase job satisfaction
What coaching cannot do for an organisation is offer a quick fix to internal issues such as conflict, and it cannot control employees.
Contact Us Today
As you review what coaching can and cannot do for an organisation, you may be contemplating if now is the right time to enquire about how coaching can support you and your people. Should this resonate with you, why not contact us today to arrange a complimentary, no-obligation consultation or coaching chemistry session?
Likewise, if you would like to learn more about what coaching can do for an organisation, don't hesitate to get in touch with us to discuss your needs.
At The Leadership Coaches, our team of credible coaches are experts within their fields. From providing team coaching to executive coaching and talent and graduate programmes to management programmes, they have a wealth of experience supporting leaders, teams, and new talent.
