Independent surveys on coaching
Survey of Current and Emerging Practice in Training and Development
conducted by The Chartered Institute of Personnel and
Development
-
Coaching can deliver tangible benefits to both individuals and organisations
|
99% |
-
Coaching is an effective way to promote learning in
organisations
|
96% |
-
Coaching and mentoring are key mechanisms for transferring learning
from training courses back to the
workplace
|
93% |
-
When coaching is managed effectively it can have a positive impact on
an organisation’s bottom
line
|
92% |
|
The figures below are taken from The Industrial Society’s “Managing Best
Practice” series.
The report was based on a survey of 5,700 human resource and personnel
specialists.
What would you say were the main benefits of coaching to the recipient?
-
Generates improvements in individuals’
performance/targets/goals
|
84% |
-
Increased openness to personal learning and
development
|
60% |
-
Helps identify solutions to specific work-related
issues
|
58% |
-
Greater ownership and responsibility
|
52% |
-
Developing self-awareness
|
42% |
-
Improves specific skills or behaviour
|
38% |
-
Greater clarity in roles and objectives
|
37% |
-
Corrects behaviour/performance difficulties
|
33% |
What would you say were the main benefits of coaching to the
organisation?
-
Allows fuller use of individuals’ talents/potential
|
79% |
-
Demonstrates commitment to individuals and their
development
|
69% |
-
Higher organisational performance/productivity
|
69% |
-
Increased creativity, learning and knowledge
|
63% |
-
Intrinsically motivates people
|
57% |
-
Facilitates the adoption of a new culture/management
style
|
39% |
-
Improves relationships between people and
departments
|
35% |
|
According to a survey of 4000 US organisations, the main benefits
of coaching are:
-
Better bottom line results, profit and competitiveness
-
Improved individual performance
-
Development of people to the next level
-
Confidence raising and personal empowerment
-
Improved relationships between all staff
-
Staff retention
|
International Personnel
Management Association (IPMA) research:
"ordinary training typically increased productivity by 22%, while
training combined with life coaching increased productivity by 88%" |
The Manchester Group Inc research:
"Executive Coaching yields return on investment of almost six times
the initial investment in a typical coaching assignment."
"Companies who have provided coaching to their executives and their
teams have realized improvements of over 48% in productivity, quality
and organisational strength."
"Executives who have received coaching have reported improvements of
over 60% in working relationships with direct reports and peers,
teamwork, job satisfaction and conflict resolution." |
Vision Quest Consulting research:
100% increased their ability to deal with business
challenges by 75%
or more
88% improved their job satisfaction by 75% or more
80% improved their ability to stay focused under pressure
78% increased their productivity at work by at least 50% |
The Chartered Management Institute and Campaign for Learning - "Coaching
at Work" research:
80% of executives say they think they would benefit from coaching at
work and dismiss the suggestion that coaching is just another fad
Virtually all managers (96%) think coaching should be available to
every employee, regardless of seniority
85% of managers say the main value of coaching is in enhancing team
morale
80% of managers value coaching for generating responsibility on the
part of the learner
|
The major goals and
benefits of executive coaching
as defined by Zeus & Skiffington. Interpersonal
competencies:
- Gain knowledge and
insight into themselves and the organisation, which allows
executives to become more flexible and versatile
- Acknowledge and
understand feelings and apply them more effectively in the
workplace to improve and develop working relationships
- Work through
blockages and resistance to change
- Recognise where
previous strengths (e.g. an independent, autonomous style)
have become a liability (e.g. in team work)
- Recognise and
effectively manage stress
- Deal with
conflict, both personal and with colleagues
- Modify
interpersonal style (e.g. moving from a competitive to a
collaborative stance)
- Develop trusting
relationships with clients and colleagues
- Develop advanced
communication skills:
- Maximise verbal
and non-verbal interactions
- Listen
- Give feedback
(especially praise)
- Understand,
predict and alter patterns of communication
Organisational
capabilities:
- Direct and support
organisational change - a Harvard Review survey found that
‘dealing better with change’ was becoming the number one
skills focus for coaches
- Improve ability to
manage an organisation, for instance strategic planning,
negotiation and problem solving
- Lead
re-engineering, restructuring or downsizing initiatives
- Increase
productivity
- Strategically
reposition the organisation in the market place
|
LEE HECHT HARRISON surveyed 488 Human Resource professionals to
learn how coaching was used in their organisations:
Companies are increasingly turning to coaching for leadership
development, style issues and talent retention, so it makes sense that
55% of respondents said that their organisation uses coaching as a
one-on-one process intended to maximize management and leadership
potential and 54% do so to change behaviours.
A surprising number of
respondents indicated that their organisation uses coaching for
personal/psychological counselling (36%), advice on appearance or attire
(13%) or preparation for a major speech or presentation (11%).
|
back to 'the
benefits of coaching' |