Coaching in Organisations
Coaching is good management practice. Some of us do it more, some do it less. Some do it well, some not so well.
Effective organisations ensure that their managers coach often and coach well. To do this, they provide an environment where coaching is seen by all as important, where everyone understands what coaching is, and where managers are supported and encouraged to coach as part of their normal role. In these organisations, coaching is as much culture as it is skill.
The coach uses the workplace as the classroom, helping the individual to develop new competencies and to improve existing ones. Coaching is very different from training, it is more of a ‘facilitation’ role. The benefits of effective coaching are manifold. For the individual, it not only develops their skills, it also develops their ability to learn. They are then better equipped to go on learning from future experiences, independent of the coach.
For the organisation, not only do you see a financial return on investment; productivity rates also increase; the capacity to make thoughtful decisions increases; and motivation improves. And if this was not enough, you will often see marked behavioural changes. Coaching heightens an individual’s awareness of their style and impact on others, making communication more honest and fluid. Clients gain relationship building tools such as constructive feedback, active listening, and clear language, which, when employed in business, encourage innovation and creativity and can add to the bottom-line.
Typical FM Coaching programme
- A ‘kick start’ two-day workshop on performance coaching to ensure all managers are starting at a common point
- Allocate an external coach to each delegate
- Develop a cascade approach to introduce coaching as a management style
- Produce materials for managers to use that will support existing procedures and systems
Your business will typically start to see results within eight weeks.