The Growth of Workplace & Organisational Coaching – It’s Happening!

What is coaching?

There are many definitions of coaching but what draws them all together are themes such as goals and actions, collaboration, facilitation, guidance, support, challenge, accountability, reflection, a safe space and dedicated time.

Coaching is a growth Industry. Increasing in prevalence and popularity, the coaching profession continues to expand at a robust pace. The 2022 ICF Global Study reported an increase in Coach Practitioners of 54%.

So, what factors are contributing to this growth?

1. An external context which has encouraged a shift towards a less directive style of leadership:

Traditionally as a manager, you knew what needed to be done, you taught others how to do it and you assessed their performance. Autocratic Leadership was dominant. Not today. Rapid, constant, and disruptive change is now the norm, employees learn how to adapt to constantly changing environments in ways that unleash fresh energy, innovation, and commitment. An effective manager-as-coach asks questions instead of providing answers, supports employees instead of judging them, and facilitates their development instead of dictating what has to be done. The emergence of Hybrid working has only hastened this shift.

2. Increased awareness around the benefits Coaching can lend:

For example, individuals undertaking Coaching report many impacts, not least of which are, increased clarity, more direction, sense of autonomy, motivation towards achieving goals, improved communication skills and a positive shift in Job satisfaction.

Similarly, Organisations where Coaching is utilised report benefits such as; empowered individuals, increased staff engagement, improved individual performance and the ability to identify and develop high potential employees.

The 2020 ICF Global Coaching Client Study (ICF) revealed that 70% of individuals indicated they had at least made back their initial coaching investment. It also suggested that a client who achieved financial benefit from coaching could typically expect a Return on Investment (ROI) of more than 3 times the amount spent.

According to the same report, 86% of organisations say they made at least their investment back, in fact almost one-fifth saw a ROI of 50 times their investment. A stunning 99% of individuals and organisations polled said they were somewhat or very satisfied with their overall coaching experience.

Pointers

Regardless, Coaching is going nowhere anytime soon.

Therefore, whether you wish to reap the benefits, or merely test the waters, a few things to bear in mind are;

When looking for an individual Coach:

If possible, chose a Coach based on recommendation or supported by testimonials
Have an initial meeting (virtual or in-person) with a prospective Coach before you commit, this step is beneficial for both parties and most Coaches will do this as standard, Free of Charge
Check out their training, credentials and experience to assure yourself of their ability and expertise
Discover if they are a member of any relevant professional bodies, which means they are committing to a set standard and ethical code of conduct.

When implementing Coaching within an Organisation ask:

What employees demonstrate in interest or aptitude within this area?
What training or qualifications might “Coaches” need to ensure a good and consistent standard?
How will Coaching be integrated within Organisational Practices?
How will you communicate and implement the program?
How will you evaluate and assess its impacts?

If you would like to discuss Coaching relating to the workplace, either on an Individual or Organisational basis, you can book a no obligation introduction session with Lauren McAteer from Lauren McAteer Coaching & Consultancy: https://calendly.com/lauren-mcateer/20min

Or alternatively email Lauren on hello@laurenmcateer.co.uk