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Coaching is a term thrown around often in the workplace but can have various meanings and interpretations. Often when we think of a coach, the picture that comes to mind is that of a sports coach crafting young athletes into winning teams. Coaching sports versus coaching in the workplace has many similarities but there are key differences too. Sports coaches are often demanding and forceful in their approach to get the most out of their players. They are also typically experts on the skills they are demanding as they were previously athletes themselves. 

Coaching at work takes a fully different approach. In a business environment, the key to a successful coaching relationship is collaboration. The coach is no longer directing or acting in an authoritarian manner but collaborating with the employee to identify, target, and plan for performance improvement. This is a reason, coaching in the workplace can be a difficult skill for managers to master as most managers are used to directing work rather than achieving it through employee development. In this situation, the coach is acting as a facilitator to help the employee achieve self-realization around opportunities for improvement by asking probing, and often tough, questions and challenging the employee to think about their goals as well as how to achieve them. This also means that the coach does not need to be an expert on the development area. Sure, it helps but since coaching is more focused on the employee owning their own development the coach can help by providing resources in place of direct expertise. 

Why is Coaching in the Workplace Important? 

There are many benefits of coaching in the workplace for the employees, managers, and the business’s bottom line.

Obviously coaching in the workplace will achieve results in various areas of the employee’s skill sets. Depending on the focus of the coaching the employee may experience an increase in performance stats or a competency growth that prepares them to move forward in their careers. Because the employee actively participates in opportunity identification and development planning, the employee also feels stronger ownership for their own development.

Organizations that have a strong coaching culture also enjoy employees who express greater job satisfaction and higher retention rates than organizations who do less coaching. This is likely tied to the fact that managers and employees build stronger relationships through their coaching conversations and since the number one reason employees state for leaving a job or position is “their manager” it’s no surprise coaching would have a positive effect in areas far beyond the employee’s performance.

From a financial perspective, coaching is far less costly to budgets than formal training and often times reaps the same if not greater rewards. In addition, performance problems cost businesses in a big way so getting the best from each and every single employee has real impacts on headcounts and budgets.

According to the International Personal Management Association and the International Coaching Federation:

 • Training provided with ongoing coaching improves productivity by 80%

• 50% gained self-confidence

• 78% required coaching for motivation

• 85% needed someone to listen to

• 98.5 % felt the investment for a coach was worth it.

Get your business a “Performance Coach” today. As a Licensee to Leadership Management International, we have the tools to help your business. These programs are designed for sustainability and change and are required for all individuals to work in their own capacity. Seeing the facilitator 1 a week and keeps individuals productive at work and not out of the office for long periods of time. 

With the facilitation of this program, we also have feedback on every week of progress with each lesson. The programs are aimed at 6 key areas for optimal learning:

  1. Convenience – Practical implementation that accommodates each individuals time schedule
  2. Spaced Repetition – Implementation to create effective habits
  3. Multisensory Perception – Using at-least 3 senses to engage learning, reading, listening and writing. 
  4. Association- Contextual learning and implementing directly to the desired environment
  5. Application – During the program it is required to action-orientated exercises
  6. Triangle of communication – Key individuals to monitor progress throughout the program

The areas of leadership that we focus on follow the pipeline to leadership in establishing a leader from a management level to strategic leadership.

  • Middle Management program
  • Attitude is everything
  • The Art of Empowering People
  • Effective Personal Leadership program
  • Effective Personal Productivity program
  • Effective Leadership Development Program
  • Effective Motivational Leadership
  • Effective Strategic Leadership

For more information about all our leadership programs – contact us now!

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