Content:: coaching in business benefits, organizations benefits, coaching case study, business coaching, executive coaching, study, executive coaching, coaching benefits, business coaching studies, executive coaching studies, organizational coaching, business coaching article, executive coaching article, business coaching study, executive coaching study, coaching managers, organization coaching benefits, coaching organization,
Coaching Institute -Introductory
When were the benefits of business coaching first researched / published?
Workplace coaching has been with us for a long time!!
their staff. A
paper by Gorby (1937) detailed how older employees were trained to coach
new employees. Another publication in 1938 (Bigelow)
discussed the benefits of sales coaching. In 1951 Mold reported on the benefits of the manager-as-coach and Mahler (1964) observed the difficulty in getting
managers to be effective coaches. In 1967 Gershman produced his doctoral research thesis on how supervisors were trained to be successful coaches to
improve employees' attitude and job performance.
Coaching for Senior Management, Directors and Boards
The attraction, retention and development of qualified staff are also key concerns as organisations adapt to an ever changing and challenging world around them. Executive Coaches work with leaders to develop leadership skills -encouraging them to lead by example and how to best support their teams to engage in ongoing professional and personal skill learning programs, be motivated and committed.
Some Direct Benefits:
breadth of executive coaching makes it impossible to nominate all areas
the coach and coachee can explore. However, the following is a list of
some of the major intervention areas of executive coaching:
· When there is a change in structure and an individual executive needs new skills for a new position
The high potential manager being groomed for promotion
High performing executives whose personality style impacts negatively on
his or her relationship with peers, staff and clients
Executives wishing to develop their career paths and prospects
As a follow-on to 360-degree performance appraisals
Increasing the individuals’ capacity to manage an organization –
planning, organizing, controlling, visioning, developing others etc.
Increasing the executive’s psychological and social mastery skills, such
as self-awareness, recognition of “blind spots” and defences,
Improving the executive’s balance between work and life demands.
Leadership, management and team building skills
Working more effectively within a changing organizational
Working with a leader to coach others in transition
Types of Executive Coaching:
As noted in the book, 'The Complete Guide to Coaching at Work', the authors (Skiffington and Zeus) have found the following typology of executive coaching to be useful:
Coaching for skills helps the executive learn specific skills, abilities and perspectives over a period of several weeks or months. The skills to be learned are usually clear at the outset and are typically related to skills associated with an executive assuming new or different responsibilities.
Coaching for performance focuses on the executive’s effectiveness in his or her current position. Frequently it involves coaching for one or more management or leadership competencies, such as communicating vision, team building or delegation.
Coaching for development refers to coaching interventions that explore and enhance the executive’s competencies and characteristics required for a future job or role. It can be associated with outplacements, restructuring and reengineering in the organization.
Coaching for the executive’s agenda generally entails working with an executive on any personal or organizational concerns he or she may have. It can focus on issues surrounding the executive, such as change and company downsizing. Personal issues are more likely to arise in this type of coaching.
Executive coaches can also work with training managers to formalize coaching in their leadership roles and become "manager as coach".
Only behavioral change is real change.
fast-tracked, 4 Day
course content surpasses
that of any comparative course -in any terms..." -HR News 2015
coaching in organizations benefits, coaching case study, business coaching, executive
coaching, study, executive coaching, coaching benefits, business coaching
studies, executive coaching studies, organizational coaching, business coaching article,
organization coaching benefits, executive
coaching article, business coaching study, executive coaching study,
coaching managers, coaching organization