Coaching, Feedback & Reflection
Coaching is about creating positive directed change. It is about
helping people to develop their potential. You can use coaching to
enhance and increase the performance of individuals and teams.
The Soft Data
Coaching is generally recognised as an incredibly useful development tool
- Coaching can result in improvement in many areas including
increased productivity and work performance, better teamwork, increased
job satisfaction, and decreased employee turnover.
- Coaching has been shown to help leaders develop a clearer
understanding of their own roles and responsibilities. When leaders are
more confident about what they need to do, they are better able to
motivate other employees and mobilise them for action.
- Often missing from even the most comprehensive corporate
development programmes is the opportunity to reflect on and articulate
the learning that has been acquired through formal programs and
rotating job assignments. Especially when the skills of people
management are being addressed, the need to tailor the learning - to
explore its implications for an individual leader’s personality and
psychological makeup - is paramount. The coaching relationship serves
as a trustworthy arena in which this kind of personalisation can take
- A coaching relationship can help leaders hone the skills that are
crucial in today’s economy, for example, the ability to exert influence
across organisational boundaries, to manage conflicts and to create and
articulate a vision. But perhaps even more important, coaching can help
new leaders deal with the aspects of the transition and change.
- Coaching is becoming common for senior employees who use external
coaches as sounding boards and confidential advisors helping to prepare
for business issues, and how to handle and communicate issues with
their teams or managers.
- Within the context of a growing war for talent coaching is
becoming an integral part of organisational efforts to attract and
retain intellectual capital.
- Coaching is helping young and/or a technically savvy workforce develop their management and people skills.
The Hard Data
- Coaching is used by a majority of organisations (63% - CIPD, 2007)
- A study by MetrixGlobal LLC for a Fortune 500 firm found that
coaching produced a 529% return on investment and significant
intangible benefits to the business. Including the financial benefits
from employee retention boosted the overall ROI to 788%.
- Public Personnel Management reported a study comparing training
alone to coaching combined with training. Training alone increased
productivity by 22% while training plus coaching increased productivity
by 88% (Winter 97, Vol. 26 Issue 4, p. 461, International Personnel
- The Manchester Review reported research that companies that
invested in executive coaching received an average 500%+ return on
investment (2001, Vol. 6, No. 1).
- 94% of million dollar earners use a coach (Simply business, February/march, 2005).
- Research from the Weatherhead School of Management shows that the
impact of coaching-like training can last seven years. For how long can
the impact of conventional training be felt in the workplace?
- Triad Performance Technology reported that a six month coaching
intervention at a well known global Telecom Company resulted in more
than $2 million positive and immediate impact to its bottom lines.