Five Reasons for Coaching in Austere Times

March 10, 2011 at 6:25 AM


“If Managers manage by the principles of Coaching, they get the job done to a higher standard and develop their people simultaneously” - John Whitmore, Coaching for Performance

What else can be achieved by Coaching?  And why is it beneficial in austere times? Evidence shows that organisations that embrace Coaching:

1.    Engage and retain staff
Recent research by HayGroup and WorldatWork revealed that the downturn is prompting organisations to increase their focus on engaging staff.  This is backed up by Ipsos Mori research which states that although two-thirds of the country’s leading firms admitted to reducing staff numbers and cutting or freezing salaries in the past year, attracting, motivating and retaining the best employees was the factor most cited by executives for boosting their future business success.

So how does Coaching help?  It encourages people to take responsibility and achieve more than they thought possible.  It’s a very supportive, yet challenging, style of Leadership.  It strengthens relationships.  It helps build an emotional connection between people and their work so that they want to do their best and put in extra effort to do so.  It builds loyalty and this can help you retain good staff during the downturn and beyond, when they might have more choice but decide to stay because of your Leadership.  People feel valued and appreciated, leading to good team morale and a more pleasant working environment. 

2.    Develop talented people cost effectively
During any given day, Managers are presented with lots of ‘Coachable Moments’.  There are opportunities to instigate a conversation or respond to someone using a constructive Coaching style.  A Coaching approach can be used in the everyday management of people.  It doesn’t have to be a formal ‘add-on’ to the day job.  And the benefit is that by encouraging people to think through issues withsupport (but not directly providing the solution), they apply themselves, problem-solve, take action, and perform more effectively in the short and long-term as a result. 

3.    Improve productivity and reduce costs
“Achieving more with less” is a constant refrain that we hear from our clients.  It is absolutely essential to get the job done productively, efficiently and accurately.  Striving to have an Organisation full of competent, high-performing teams and individuals should be admired.  Coaching encourages people to consider their motivation to perform their role, how best to do it, and to take ownership for doing it to a high standard each and every time. 

Coaching is particularly effective when used during a period of change.  It helps people become more responsive, flexible and adaptable to the changes they are facing.

4.    Reduce procrastination
It’s very easy to put things off until ‘mañana’ but people may then be faced with an overwhelming workload, sky-high stress levels, and seemingly impossible deadlines to meet.  Using a Coaching style of Leadership encourages people to face up to their workload, help them prioritise, and work out a systematic approach to getting back on track and in control of their job.  It’s such a relief to be in that position.

For top Management within an organisation, Executive Coaching comes into its own during a downturn and throughout periods of significant change.

5.    Achieve more focused, successful Leadership
“The Coaching environment allowed me to safely articulate, in an environment divorced of day-to-day working pressures, problems and issues that I was facing in driving a newly formed, young business team forward.  The big success of these sessions was that it got me to explore ways and approaches to improve the effectiveness of my team and myself, and then own the mini action plans and timescales to achieve this.  It was surprising how quickly I moved matters along after only a few sessions.” Recent client testimonial 

The benefits of regular Executive Coaching sessions include:

  • Clearer focus and direction
  • Getting things done, firstly because the Executive comes up with the plan and is motivated to implement it, and secondly because he or she can review progress and successes with the Coach at the subsequent session
  • It’s bespoke and tailored to individual need
  • It's an opportunity to discuss issues of concern in a confidential and trusting envrionment with a qualified professional bent on success.

Now is the time to invest in Coaching for your Managers to help them excel, especially in these trying times.  And if you equip all your Managers with Coaching skills, you’ll be able to achieve so much more for your business, your employees, and your customers, now and in the future. See our programmes:  "One-to-One Coaching" and “Coaching for Results”

Coach: Jennifer Hampson
© 2011 Plus Partnership Ltd



Tags: Coaching Training Transition
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Please add a comment

Posted by Kindsey on
Check that off the list of things I was cnoufesd about.
Posted by Spike on
Whoever wrote this, you know how to make a good artclie.
Posted by Imam on
I will describe to the team the abecnse of the two participants. Then, I will ask the team how the abecnse of the two impacts the project they are working on given the six-month timeframe, and their process and dynamics as a team. Moreover, I can also ask the members how this situation affects them personally. Given their responses, I will ask the team how do we want to proceed? so that they can come up with options and eventually make a decision.
Posted by Imam on
I will describe to the team the abecnse of the two participants. Then, I will ask the team how the abecnse of the two impacts the project they are working on given the six-month timeframe, and their process and dynamics as a team. Moreover, I can also ask the members how this situation affects them personally. Given their responses, I will ask the team how do we want to proceed? so that they can come up with options and eventually make a decision.
Posted by Imam on
I will describe to the team the abecnse of the two participants. Then, I will ask the team how the abecnse of the two impacts the project they are working on given the six-month timeframe, and their process and dynamics as a team. Moreover, I can also ask the members how this situation affects them personally. Given their responses, I will ask the team how do we want to proceed? so that they can come up with options and eventually make a decision.
Posted by Rosabel on
Four score and seven minutes ago, I read a sweet artilce. Lol thanks
Posted by Rosabel on
Four score and seven minutes ago, I read a sweet artilce. Lol thanks
Posted by Rosabel on
Four score and seven minutes ago, I read a sweet artilce. Lol thanks
Posted by Andi on
In the comilpcated world we live in, it's good to find simple solutions.
Posted by Andi on
In the comilpcated world we live in, it's good to find simple solutions.
Posted by Andi on
In the comilpcated world we live in, it's good to find simple solutions.
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