The benefits of developing a coaching culture

coaching culture

In this article we are going to take a look the benefits of developing a coaching culture. According to a survey by the Institute of Leadership Management (ILM) 2013, 80 per cent of organisations had used or are using coaching. A further nine per cent are planning to in the future. A staggering two-thirds of CEOs do not receive outside leadership advice, but nearly all want it (2013 Executive Coaching Survey with The Miles Group). With so many organisations putting coaching at the heart of their organisation.

There are many different methods of coaching an organisation. The most popular is GROW (Goal, Current Reality, Options, Will designed by Sir John Whitmore) and the more future-focussed STAR model (Situation, Target, Action, Result, by Marsha Sanders). The common theme linking each model is that different people have different motivators and communication styles, and coaching styles must incorporate this.

Develop a coaching culture in an organisation, yields many benefits. According to Institute of Leadership Management (ILM) 2013, 95 per cent of people surveyed saw direct benefits to the organisation as a result of coaching, and 96 per cent saw benefits to the individual.

Benefits of a coaching culture to organisations

Organisations cite the main reasons for providing coaching are to encourage career progression, responding to the development needs of the individual or organisation, improving self-awareness, increasing confidence, improving business knowledge and skills in specific areas.

Coaching addresses personal skills and development, business and work skills, however more organisations use coaching for personal development (53 per cent) than for improving specific areas of organisational performance 26 per cent, (ILM creating a coaching culture 2013).

Benefits to individuals

A coaching culture also benefits individuals by improving communication and interpersonal skills, leadership and management, conflict resolution, personal confidence, attitudes and motivation, management performance as well as preparation for a new role or promotion.

Measuring coaching benefits

Measuring and evaluating coaching benefits is essential to ensure the culture is embedded in an organisation. Seventy per cent of organisations use their internal appraisal system, 40 per cent use 360 degree appraisal, only two-fifths undertake “specific evaluation of coaching interventions” and only 49 per cent assess against business KPIs and goals (ILM creating a coaching culture 2013).

The spotlight on a coaching culture will only increase as organisations face increasing global competition, intensifying the need for a skilled and competent workforce capable of weathering this competition.r />

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