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Corporate Coaching: Are your managers ready?
Employees want corporate coaching. In fact, 72% say it boosts their performance and 68% say it improves their satisfaction at work. These numbers prove that corporate coaching is highly important to employees but why aren’t they receiving it?
The Coaching conundrum, according to BlessingWhite, is that coaches (who are often managers) are not clear on the organization’s expectations of them. Unfortunately, managers may not know how to coach employees. This prevents employees from receiving the guidance they ask for!
BlessingWhite also found that there are two key barriers preventing managers from coaching effectively. Managers believe that it takes too long and they are concerned that they don’t have all the answers for their coachees. Fortunately, you can help managers see past these barriers.
The duration of a coaching relationship is often much shorter than that of a mentoring relationship. Coaching relationships focus on developing specific skills and competencies for the employee. Once those skills are mastered, the coach and coachee can end their coaching relationship.
Coaches don’t need to have all of the answers, however they should be equipped with the right tools and training to guide coachees.
Support Your Corporate Coaching Program by Supporting Coaches
Coaching software allows organizations to set their participants (and program) up for success. It can be an all-in-one solution for coachees, coaches, and program administrators.
- Leverage a content library with sharing features to equip managers or coaches with the skills they need to enter into coaching relationships with confidence.
- Goal setting and tracking features simplify planning for the corporate coaching cycle and streamline the documentation process along the way.
- Virtual communication tools and calendar integration provide coachees and coaches with resources necessary to have regular check-ins in a virtual setting or face-to-face.
- Program administrators can easily track the success of the program overall as well as the individual coaching relationships with customized reporting tools.
4 Tips for Corporate Coaching Success1. Decide Who to Coach
Although you shouldn’t leave anyone out, there are 3 types of employees who can benefit the most from coaching: HiPo employees, low performers, and millennial leaders.
- High Potential Employees represent an organization’s strongest leadership pipeline. Gartner found that they produce 91% more valuable work and exert 21% more effort than non-HiPo’s. Of course, this is only possible when their needs are met, and they’re given the proper guidance. Unfortunately, 25% of HiPo employees plan to leave their organization within the next year because their organizations are not developing their skills effectively.
This is why coaching your high potential employees is key. It develops your HiPo talent, helps them identify their strengths and weakness, and encourages them to work towards new competencies.
- Low Performers may not be the employees that you had in mind that would benefit from coaching. These employees are typically disengaged, which could result in more mistakes and oversights on their part. You low performers have a unique opportunity to improve their performance with coaching.
Coaches can see the potential within your underperforming employees guide them to reach their full potential. Gallup found that employees who use their strengths are 6 times more engaged and 8 times more productive. This is why you should focus coaching this group to enhance their strengths; after all, you hired these employees for a reason.
- Millennial Leaders an essential part of any organizational, and many times we wait too long to train them. The average age of first-time managers is 30, but leadership training tends to focus on employees who average the age of 42.
It is crucial to offer early leadership development opportunities toward millennials. They will be the majority of the workforce within the next few years. Coaching employees in this group prepares them further by giving them the confidence needed to be effective leaders.
This simple practice is often overlooked, but it’s important to use proven strategies when coaching employees. Documentation ensures clear communication and that you stay focused on the goals of the relationship. Document information including: meeting times, objectives for each meeting, and goals for the coaching cycle.
You are 42% more likely to achieve your goals when you write them down. Create a coaching plan and document along the way. Keep track of what has been completed and what objectives should be met next. This ensures that every point has been covered and eliminates any confusion.3. Give & Receive Feedback
Feedback is a must to develop employees, and especially during coaching. Gallup found that employees who receive strengths feedback are 15% more likely to stay with their organization than those who receive no feedback.
To give effective feedback, clearly state what you notice and explain what the employee is doing well or where they could improve. The tricky part is delivering the right balance of positive and negative feedback. Here are some stats to consider when providing your coachee with feedback:
- 37% of employees say a manager who is overly critical would cause them to leave their job (Globe News Wire)
- Managers who provide the right amount of feedback received an average score of 8.6/10 (The Predictive Index)
- 92% of employees say negative feedback is effective when delivered appropriately (Harvard Business Review)
4. Use Technology & Engage with Content
Learn about your coaching software; learning about the features and integration capabilities allows you to seamlessly integrate the platform into your coaching process. Simplify your coaching experience by making your tool work for you. Use the content library for ongoing training. Share relevant content with coachees to increase confidence and maintain engagement in the program.
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