4 Common Challenges: Coaching is the Solution

September 13, 2018
There are several reasons why your organization may not be progressing the way you intended. Organizations face challenges every day. In the past, we’ve pin-pointed these challenges and how different types of learning and development strategies can produce solutions. Today we turn our focus to coaching.  
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Only 27% of companies have incorporated coaching into their culture. Is it because these companies don’t see the value in it? We believe it is because they don’t consider the challenges they are facing and the solutions that coaching provides. Here are 4 challenges that should be considered... 

Developing Emotional Intelligence 

Emotional intelligence is a person’s ability to understand and manage their own emotions as well as their peers’ emotions. Studies have shown that people who are more emotionally intelligent are also more competent with interpersonal skills, stress management, and leadership ability. 

These skills go a long way when it comes to job satisfaction and self-performance. So, with the help of coaching, employees can recognize the techniques that help deal with workplace stress while improving their social skills and their ability to lead. All skills that are crucial to workplace success. 

Increasing Employee Engagement 

A common theme found in the most successful organizations is highly engaged employees. These are employees who are productive and contribute to low turn-over rates. Many employees who are highly engrossed in their job will contribute their success to coaching. 

In the end, an organization’s success relies on happy and engaged employees. Coaching provides employees with feedback and reinforces their strongest skills to improve their motivation and overall performance in the organization.  

Developing Leaders

A great way to show your employees that you value them is by taking the time to develop their leadership skills. By doing this, you are expressing the company’s commitment to these employees by saying “We’re in this for the long run if you are too.”  

Leadership skills develop when employees have the opportunity to put their talents to the test. An effective form of leadership development is coaching. Coaching allows newly promoted employees to get better acquainted with their stong suits as well as test new ideas and principles.  

Boosting Self-Efficacy 

Leaders who have high self-efficacy tend to set higher goals and create better strategies to reach these goals. They are also more open to feedback. This creates a more productive employee, especially when combined with coaching.  

Coaching provides a safe place for employees to admit their level of efficacy. If an employee has high potential but they aren’t very self-efficient, coaching is a great tool to solve this issue. Coaches eliminate barriers of goal-setting by confirming accountability in their coachee and setting action plans that form the first steps of this process. Coaching turns low-efficacy employees into high self-efficacy leaders. 
 
“For all of the work that has been done to illuminate the subject of coaching in the past 15 or 20 years, what actually happens in coaching engagements remains quite mysterious” (Kilburg, 2004). 

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