Welcome to the third segment in our 5-part series on coaching trends and how to create a coaching culture in your organization. If you missed Parts 1, 2 or 3 – you can access them here: Part 1 Part 2 Part 3
This series includes the philosophy and coaching experience of Barbara Fagan, President of Source Point Training, and a recent survey conducted by the International Coach Federation just released in October 2016. We hope you enjoy these insights and applications on how you can include coaching as a way of contributing to people and teams within your organization.
We are moving to the end of the first quarter 2017, and soon quarterly results will be published. Companies’ strategic goals have been identified and project teams have been developed to take on key initiatives. Soon, it will be time for annual reviews of performance and compensation plans.
While the investment in coaching is increasing in organizations, few businesses have a way to formally identify the success and return on investment.
What gets measured gets done. So what’s the best way to measure the impact of coaching? Some outcomes that should be expected in a coaching culture include the following:
- Competent leadership including effective communication, better cooperation, sharing resources, setting priorities and holding people responsible for their performance and results. Coaching empowers people to take responsibility.
- Less turnover and longer employee engagement. Turnover is a key indicator of the effectiveness of coaching in the workplace. When people are coached effectively and understand their roles and goals, they are more proactive and empowered.
- Honest, open communication and use of effective feedback systems where everyone contributes to others through feedback – not just managers. People in a coaching culture know how to give effective feedback in a way that people can learn and make more effective choices going forward. Feedback can “turn the lights on” so people can see and understand how to be more effective.
- Improved service and responsiveness to all customers either internal or external. Companies with a coaching culture see increased collaboration and problem solving across departments.
So, how do you measure these outcomes? It is all in the numbers. Organizations with a rich coaching culture show:
- Less employee turnover
- Individuals achieving professional and personal goals
- Changes in attitudes and behaviors leading to collaborative thinking and proactivity
- Reduction in expense – more efficient use of resources and time
- Increase in promotions and more leadership opportunities to expand business
- Increase in market and customers
If you have invested in coach training, take time to determine how you are measuring the results of this investment. All employees must understand the purpose of coaching and be introduced to ways of using coaching skills as a tool at all levels in the organization so that a true coaching culture exists.
Source Point Training offers organizations a full ICF Approved / AC Accredited coach-specific coach certification program as well as a curriculum for HR/L&D teams to then deliver independently within their organizations.
To learn more about this opportunity, please email Ginny Carter, Administrative Director, at [email protected].
Our best to you,
Barbara and everyone at Source Point Training