By Kailey Bowser

There has been an uptick in coaching engagements in the last few years. Challenges in the workplace are becoming increasingly complex and seem to be more frequent. Leaders must have the tools and skills to work through challenges with resilience and strategic thinking to be more effective. Coaching can help leaders with personal growth, developing a growth mindset, increased confidence, and leading high-performing teams. The International Coaching Federation (ICF) found in a global survey that 86% of companies report that they get back their investment in coaching and more. 

When we look back at our younger selves, many of us had a coach that impacted our lives greatly. It might have been your middle school basketball coach, a music instructor, or a teacher that believed in you and pushed you to do your best. We may have had a coach that helped us through a tough time in our lives and made a huge impact on who we are today. These relationships are key to our growth, and it may be worth considering what that could look like for you or your employees today. 

Who may benefit from coaching engagements?

  • Your top performers. Offering coaching as a benefit can help you retain your top performers. When you show your leaders they are valued and you invest in their continued growth, you build trust and commitment in your workforce. ICF also found that 80% of people who receive coaching report increased self-confidence. 
  • Leaders who are feeling disconnected from their work. If you notice employees who are struggling or possibly feeling disengaged, coaching may be beneficial. An impartial perspective can help get these employees back on the right track and help to bring joy back to their work. The other real side to coaching is that sometimes these disengaged people end up choosing to leave the organization. These situations can be tough, but this can be what is best for both the organization and the employee. 
  • Leaders who could benefit from improving productivity. You may have a new leader that could use support in leading a new, large, or unique team within the organization. Coaches may offer a new perspective and introduce tools for building trust and how to better manage and lead a team. ICF found that 70% of coaches benefit from improved work performance, relationships, and more effective communication skills. 
  • Leaders who are starting to slide off track. Coaching is one way to increase ownership and accountability. Coaching is a time for reflection on what is going right and where there is opportunity for improvement. It is often helpful to have a coach from outside the organization with a new and different perspective. The ownership mentality is like a muscle in that it can be built over time. 
  • Leaders who are new to their role and who may need extra support. We often see leaders in new CEO, CHRO, and COO roles. These folks are often looking for a thought partner as they navigate new responsibilities, manage new key stakeholder relationships, and are looking for support in leading the organization. A coach can offer just that. A coach can help steer new leaders through uncharted territory. Coaches often offer tools to support relationship management and self-management and can help create that big-picture vision but then break it down into manageable timelines and action items.  
  • Leaders who are struggling with navigating change. Change is happening at a faster rate than ever before and for some people, it is a huge struggle. While others may embrace change and transition, some people shy away or simply refuse to change. Coaches can tailor engagements to individual and team needs. They can also help address and build resilience, overcome resistance, and identify blind spots. 

When organizations invest in their staff through professional coaching, both the individual and the organization benefit from:

  • Highly effective leaders. Coaching engagements help leaders develop enhanced decision-making abilities, better communication skills, improved emotional intelligence, and strategic thinking skills, ultimately enhancing their leadership effectiveness. This can help with employee retention for both leaders and their teams.
  • Improved employee performance. Through regular coaching sessions, employees learn to set clear goals and objectives, overcome challenges, and develop action plans, which can lead to increased motivation, productivity, and job satisfaction. This impacts the bottom line.
  • Enhanced Team Dynamics. Through team-building exercises, coaches can recognize individual and team dynamics and help facilitate trust and improve communication and conflict-resolution skills. These are key factors in developing a high-performing team environment.
  • Increased Employee Engagement and Retention. Organizations that commit to the professional development and growth of employees often recap the benefits of employees who feel valued and motivated to excel in their roles. In turn, this leads to higher job satisfaction, improved performance, and higher retention rates.
  • Talent Development and Succession Planning. Coaching can play a key role in identifying high-potential employees and preparing them for future leadership roles. This builds a strong pipeline of skilled individuals who are ready to assume high-level positions quickly, helping to support continuity and stability for the organization long term.
  • Improved Organizational Culture. Coaching fosters a learning/growth mindset, open communication, and commitment to continuous improvement. All these factors help promote a culture of feedback and growth, and inclusivity, leading to increased innovation, adaptability, and resilience. 
  • Enhanced Conflict Resolution and Change Management Skills. Professional coaching can assist individuals and teams in managing conflicts and navigating organizational change. Coaches provide guidance and support during challenging periods, helping employees address conflicts constructively, manage stress, and adapt to change effectively.

How do you find the right coach?
Network. You will be surprised by the reach of your network and the network of those around you. Do your research and be sure to find the right fit. Think about your goals and what you want to get out of the coaching relationship ahead of time. Do approach the relationship with an open mind as you may be surprised at what insights can surface when you are asked the right questions and you let yourself reflect and be honest and vulnerable with your answers. 

Are you curious to learn more?
Let’s talk. Innovative Connections takes pride in matching coaches and coachees based on specific skill sets, needs, and personalities to make the partnership successful. We have also found that once an initial coaching engagement ends, we are asked to continue the coaching relationship because the coachee has experienced how beneficial these thought partnerships truly are. 

We are an organizational effectiveness consulting company. We help our clients walk through business challenges every day. We will come alongside you to provide tools and resources to help identify and solve your most difficult organizational and leadership challenges. If you’d like a free consultation to talk about how professional coaching services or leadership development training can help you or your organization, we’d love to talk to you. Contact us for a free consultation at admin@InnovativeConnectionsInc.com or call us at 970-279-3330.

Our mission is to give voice and action to an emerging future. As a partner in your success, we would love to come alongside you to help you find your voice, see your vision, and imagine what the right action could be for you, your team, and your organization.

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