Using Coaching to Boost Team Performance

Nine out of 10 organisations are now using coaching to help boost staff performance, despite a cut in budgets for training according to the Chartered Institute of Personnel and Development ’s annual survey Taking the Temperature of Coaching, which found a sharp increase in the use of coaching as a training tool. Previous surveys found that only seven in 10 firms were using coaching.

Commenting on whether employers were turning to coaching as an alternative to class room based training, the CIPD’S John McGurk says:

“There are lots of good reasons to question the value of classroom-based training because there is the issue that its high profile and expensive in difficult economic times. Coaching can be costly, but once you have got coaching resources in place, it is relatively cheap to keep it going”.

Download the CIPD report Taking the Temperature of Coaching [pdf document]

What can coaches do for your team?

• Increase employees’ awareness of career paths and enhance fit to achieve “right person/right job”
• Improve the capability of both employees and the client orgnaisation to manage constant change and transition
• Provide and model communication styles that enhance internal problem solving skills, appreciate differences and lead to long-term progress, rather than create dependency on the coach
• Promote a win-win balance of work/life priorities, using the desired states of both employees and organisation as benchmarks
• Guide organisational systems to evolve their culture by increasingly valuing their employees, implementing career development as a priority and optimising human capital
• Blend training, organisational development, career/employee development and coaching at every level in the organisation.

Could you benefit from having a coaching development programme in your organisation?

Striding Out specialises in coaching entrepreneurs and their teams to help them achieve business success. Funding is also available to businesses with 5 or more employees to help cover the costs. Email us to find out more [email protected]

The following guidelines should help you get the programme established:

1. Identify apparent needs
2. Establish task force to confirm needs and strategize approach -
3. Initiate preliminary/pilot programme
4. Ensure confidentiality and clear standards for execution
5. Encourage participation company-wide
6. Evaluate results and continue to improve the programme.

(Taken from Career Coaching “An Insiders Guide” by Marcia Bench)

To find out more email us at [email protected]

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