Successful Coaching in the Workplace

Not long ago, coaching in the workplace was used as a short-term solution to fix a problem or change employee behavior. Not anymore....

A new American Management Association study, conducted by the Institute for Corporate Productivity, shows that more than 60 percent of coaching assignments involve high potential employees and 42 percent of respondents said that coaching assignments involved executives.

Only 37 percent admitted that coaches were assigned to problem employees.

Times are changing. Executive development is becoming a very critical strategic goal in organizations. Instead of hiring executives to fill positions, companies are holding on to their employees to develop them to move up the corporate ladder.

Does your company use coaches for employee development or to fix employee behavior?

Comments

[Sam Palazzolo]

You're exactly right about coaching, and I can honestly say that I did not have it built into my business model initially!

Last year, I had a client approach me and request that I follow-up our training session with coaching for his "under-performing" staff. I accepted the opportunity, but with the exception that I also have the opportunity to coach their "over-performing" staff as well. The results...Higher productivity and performance levels for those involved!

If as an organization you are not currently coaching your leaders, you better hope your competition isn't either!

Sam P.

[Hiren shah]

According to Marcus Buckinham(who used to work for Gallup), Employees can only be developed in their areas of strength and one cannot fix their weaknesses.

Maybe some day in the distant future, coaches will have meets and decide on the competencies how an emplyee maybe developed better in a different industry and another employee from another industry may match the home company's requirement.

That way the employees shall get fixed also and developed also and that would be real Talent Manageement.