Coaching in organizational and leadership settings is an invaluable tool for developing people across a wide range of needs. Eighty percent of people who receive coaching report increased self-confidence, and over 70% benefit from improved work performance, relationships, and more effective communication skills. Eighty-six percent of organizations report that they recouped their investment in coaching and more (International Coaching Federation, 2020).
Coaching provides an invaluable space for personal development. For example, managers are frequently presented with employees struggling with low confidence. The traditional approach would be to send them to conferences and sessions and hope this addresses the issue. In the short term, the employee learns new strategies for communicating which may improve confidence. Unfortunately, in isolation these steps alone rarely produce a sustained increase in confidence. Although external behavior may change, it needs to be supported by changes in their internal thought processes. This is often where coaching is most effective.
Managers should not underestimate the impact of coaching on their people as it frequently creates a fundamental shift in their approach to their work. For example, increased self-confidence enables employees to bring more of themselves into the workplace. This results in employees being more resilient and assertive.
To learn more, view the video “What Does Great Leadership Coaching Look Like.”