Public Musings
Coaching. What is the latest information about coaching and how can we implement it?
Excellence in sport
Feb 24th
Belief
Feb 19th
Coaching in the US
Feb 18th
Harvard Business report:
“Annual spending on executive coaching in the United States is estimated at $1 billion.”
“Business Coaching is needed today more than ever as a critical tool for organizational change…Change is essential for an organization to grow and adapt to today’s rapidly shifting marketplace…In changing from old hierarchical models to relational models for leading and influencing, businesses are creating coaching cultures that encourage organizational learning. Coaching has emerged as the best way to help individuals learn to think and work together more effectively.”- Georgetown University, Center for Professional Development.
“We’ve done lots of research over the past three years, and we’ve found that leaders who have the best coaching skills have better business results.” V.P. of Global Executive & Organizational Development at IBM.
Great quotes
Feb 17th
What are the qualities of a good coach?
Feb 13th
Was looking at a site (squarewheels.com) today whose author was inviting people to send in some “stupidly simple” coaching ideas. The premise being that many coaching companies like to make a fairly simple process complicated in order to build value in their coaching models.
I find myself agreeing with much of this argument, yes it’s important to listen, yes it’s important to realise what people say often isn’t what they mean and so on; but isn’t the role of a coach to help people understand themselves and the options they have in life/work? We achieve this by asking questions. The more questions we ask, the more the coachee will have to think and come up with answers for themselves.
Is it really that simple?
Anyway, one of the posters came up with a list of 10 qualities that define a “good coach”:
Key descriptors of an IDEAL, SUCCESSFUL coach:
1. Self-Aware – knows their own style/approach well enough to filter their own responses and keep focused on their coachee’s needs.
2. A passion to help others learn, grow, and perform.
3. Competent (versus necessarily expert) on the work content.
4. Exercises and encourages a disciplined approach to the work.
5. Trustworthy – has integrity and can be trusted with the vulnerabilities of the coachee.
6. Motivator/Inspirer – can evoke commitment and energy in others.
7. Persistence – able to persist with questions that move the coachee to discover their own inherent capabilities.
8. Patience. Although closely related to persistence, patience is different in that the coach has to be willing to and has to create the necessary space to let the person being coached develop at his/her capabilities and motivational level.
9. Willing to take a ‘back seat’ on the coachee’s accomplishments.
10. Vision Driven- able to be guided by vision on two levels: the long-term view, based on an assessment of capabilities, of who the coachee can become and the short-term view of the right next steps/challenges to move them forward today.
What do you think?
Coaching takes up too much time!
Feb 13th
UK managers are too busy to coach, according to the latest research.
Nearly half of UK and Irish respondents to an international survey on the effectiveness of coaching say they find coaching employees too time consuming.
And nearly a third said their biggest coaching challenge was that they “didn’t have all the answers”.
Global consulting firm BlessingWhite conducted the survey among 2,041 employees and managers in 17 countries, exploring a number of business issues including the prevalence and effectiveness of coaching.
According to the findings set out in The Coaching Conundrum 2009, 42 per cent of managers in the UK and Ireland said coaching takes them too long and competes with other priorities. Thirty per cent said they didn’t coach because they “didn’t have all the answers”.
As a result, nearly two thirds (61 per cent) of employees in the UK and Ireland who took part in the survey said they received no coaching from their managers.
According to the research, these issues are global. Thirty two per cent of managers around the world cite lack of time as the major obstacle to effective coaching. In the US, the number was slightly lower at 29 per cent and in Asia the number was 38 per cent.
BlessingWhite’s UK MD Tom Barry said: “It can’t be forgotten that employees are a business’s greatest asset, even in the midst of the global financial crisis. Coaching is one of the most effective methods of aligning employees with organisational priorities. It can also boost performance, develop the leadership pipeline, engage employees and improve retention.
“Senior management must work to address this perception [that coaching takes too long], especially at a time of economic difficulty.”
Coaching could become time-consuming if managers got too involved in their subordinates’ work and felt as though they had to solve all the problems: “These managers don’t lack energy and commitment but they do lack focus and a clear understanding of what coaching is, and what it is not.”
Solution: Bring in an external coach to help solve the poblem!
The benefits of Coaching
Feb 13th
A recent study by the International Coach Federation revealed the following benefits of coaching were reported by individuals:
Increased self-awareness 68%
Better goal-setting 62%
More balanced life 61%
Lower stress levels 57%
Enhanced self-discovery 53%
Increased confidence 52%
Improved quality of life 43%
Enhanced communication skills 40%
Increased project completion 36%
Improved health or fitness level 34%
Better relationship with co-workers 33%
Better family relationships 33%