Every organisation has its own approach to learning and development, performance development and coaching. But all models view coaching as interactive. Coaching helps individuals grow as professionals and contribute fully to the success of an organisation. Done well, it can turn individual development into a collaborative process that benefits everyone.
In today's environment of changing technology and evolving organisations, coaching can have a strategic impact. It provides continuous learning and develops people to meet current and future needs. Coaching is an investment that you make in developing your key resource, people, for the long-term benefit of the organisation.
In the US about 6 out of 10 (59%) organisations offer coaching or other developmental counselling to their managers and executives, according to a nationwide survey of more than 300 companies by Manchester, a human capital consulting firm.
Here's why: Most organisations need to improve productivity to fuel growth and profitability. Productivity doesn't happen when people are only focusing on the financial or technical issues. They also must build the capability of managers to help their employees with the intangible elements of human interaction- because the work gets done through personal relationships.
The key to return on investment (ROI) is developing and sustaining individual and group behaviours through personal relationships to achieve the desired business results. Executive coaching builds the organisational capability to get this done.
