Many organisations are now opting for a coaching approach ( a so-called coaching culture) either instead of or in addition to traditional training methods.
According to UK research by CIPD in 2004, 99% of the organisations using coaching say that it can deliver tangible benefits to both individuals and organisations.
Similarly, in 2011 the ILM surveyed 250 large organisations and found there was clear consensus on coaching as a development tool that assists both the organisation (95%) and the individual (96%) (“Creating a Coaching Culture” ILM 2011 – the full report is available as a download from the ILM website here).
Organisational coaching is focused, contextualised and individually targeted which means it is frequently more cost effective than traditional training methods in bringing about real and lasting change.
The goal of organisational coaching is to make the organisation more effective through the personal development and leaders and managers.
Organisational coaching programmes will always need to be tailored to the aims and objectives of the organisation but may include:
- Personal development of managers and leaders which is aligned with the goals of the organisation.
- Business consulting on a one-to-one basis.
- Organisational transformation – defining and developing organisational goals and aligning the organisation and its people towards them.
- Coaching through change – mergers, acquisitions, restructuring and the development of new strategies or markets.
The two main professional bodies for coaches in the UK have adopted definitions of coaching that make it clear how coaching fits within an organisational context.
“A collaborative, solution-focussed, results orientated and systematic process in which the coach facilitates the enhancement of work performance, life experience, self-directed learning and personal growth of the coachee” Grant, 1999 – Adopted by the Association for Coaching in 2004
“A professional partnership between a qualified coach and an individual or team that supports the achievement of extraordinary results, based on goals set by the individual or team” International Coaching Federation, 2005
If you would like to find out more about creating a coaching culture, or to develop the skills to implement one in your organisation, come along to one of our introductory days or sign up to gain a nationally recognised qualification.
Introduction to Workplace coaching – A day of exploring the world of coaching in the workplace to and how it can transform management and leadership practice
ILM Coaching and Mentoring Qualifications – develop the skills to implement and support a coaching culture in your organisation. Our portfolio of qualifications range from Level 2 through to Level 7 with in-house, open course and distance learning options.