Whether it be group training & development or working with employees one-on-one, coaching as a business tool has significant, proven benefits for both a) the individual, and b) the organization overall.

Individual Benefits

On an employee level, coaching & training:

• Improves managerial and interpersonal skills
• Increases confidence and communication skills
• Enhances creativity and innovative thinking
• Increases the ability to effectively sell in new ideas
• Creates greater self-awareness and ability to gain new perspectives
• Develops skills in managing, communicating, and dealing with conflicts
• Engages a sense of personal responsibility
• Reduces stress levels
• Creates a more positive, solutions-oriented focus and mindset
• Results in better relationships and rapport with colleagues
• Increases individual and team productivity and overall work performance

Corporate Benefits

And, on a corporate level, coaching & training:

• Increases employee commitment and satisfaction, which can lead to improved retention
• Develops the potential of current leaders and up-and-comers, who are critical to the company’s success
• Addresses and improves areas of weakness for valued employees, up-leveling their performance and creating a positive impact on the organization overall
• Demonstrates to employees that an organization is committed to developing its staff and helping them improve their skills
• Improves productivity, quality, customer service and shareholder value
• Supports and augments existing employee development initiatives

Source: Chartered Institute of Personnel and Development (CIPD)

Results

But, is there a way to know if coaching really works? Here are a few historical facts that point to the positive impact of adding coaching to your training & development programs:

• As early as 1997, a Chartered Management Institute (CMI) study resulted in an often-quoted statistic that: “After training alone, the average increase in productivity was 22.4 percent. When training was augmented by coaching, the average increase in productivity was 88.0 percent.”
• In 2002, CMI published a “Coaching at Work Survey.” The survey found that an overwhelming 80% of managers believed they would benefit from more coaching in their place of work. They also found that 93% of managers believed coaching should be available to all employees regardless of seniority.
• Also in 2002, The Hay Group published a report about the future of Executive Coaching. In it, they surveyed HR professionals from around the world and reported that: “100% of respondents believed that coaching can improve a leader’s effectiveness”, and that “39.6% of organizations were able to link the use of coaching to better performance.” In particular, coaching was believed by participants to be an effective tool for developing leadership capability, strengthening interpersonal skills, changing management styles, and building team effectiveness.
• The Manchester Review (2001 – Volume 6) claimed that the return on investment (ROI) from coaching senior executives can be at least 5.7 times the original outlay.
• And, finally, in a 2004 study by the International Coach Federation, quoted by the CIPD, individuals reported a range of benefits from those who use coaches for business:
  

- Increased self awareness – 68%
- Better goal setting – 62%
- More balanced life – 61%
- Lower stress levels – 57%
- Enhanced self discovery – 53%
- Increased confidence – 52%
- Improved quality of life – 43%
- Enhanced communication skills – 40%

If you have any additional questions about how coaching can enhance your organization’s training & development programs, please contact Nancy Shuford directly for a consultation.