Executive Coaching, Business Coaching, Life Coaching, Edinburgh, Scotland.             Aeona Coaching and Training: Dr Sue Mitchell MAC AMInstLM
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Evolution through Coaching
Strategy. Adapting. Change. Performance.

The case for coaching at work.

Effective coaching in the workplace emphasises the importance of people learning how to solve problems themselves and delivers sustainable achievements. These include increased performance, fulfillment, personal responsibility, ownership of work, and enjoyment at work. Both the individual and organisation benefit from coaching.

At the Association for Coaching Conference in 2008, Dr Gordon Coutts, MD, reported "coaching helped to transform myself and Schering Plough". Schering Plough, a pharmaceutical company, was a wounded, damaged company when he took over as MD in 2004. Coaching helped to identify organisational gaps and deficiencies; included leadership and team meetings to encourage new more efficient and effective strategies that came from the inside; created a more collaborative and joined up approach between all areas; and developed emerging leaders for the future. Coaching transformed the company so that it was awarded the Financial Times Best Workplaces UK 2006 and sales showed 18% growth compared to low single digits in the industry. "Never underestimate the power of one. One good coach can help improve millions of lives."

Nearly all respondents in the 2004 CIPD (Chartered Institute of Personnel and Development) survey of coaching in organisations agreed that:

  • Coaching can deliver tangible benefits to both individuals and organisations (99%).
  • Coaching is an effective way to promote learning in organisations (96%).
  • Coaching and mentoring embed learning from training courses into the workplace (93%).
  • When managed effectively, coaching can positively impact an organisation's bottom line (92%).

  • In the 2005 CIPD survey, 96% of Individuals receiving coaching and 87% of organisations said that coaching had a positive impact on performance.

     

    Organisational situations where coaching may be particularly appropriate include:

    • Small or fast-growing businesses. The skills required to set up small businesses are different to those required to expand the business or manage larger businesses and the growing number of people they need to employ. It's unlikely that executives can be away from work for extended periods of time for development activities. Coaching can offer targeted, timely development on identified issues/areas that can be fitted into the individual’s busy schedule.
    • During times of organisational change. Periods of major organisational change can require significant shifts in the behaviour and attitudes of some employees in order to fit in with new structures or cultures. Coaching can help individuals make these necessary changes.
    • Team engagement. Facilitation of meetings by an independent coach can help to align team members and is particularly successful when combined with one-to-one coaching on team issues.
    • Changes in job role. First 100 days. Coaching can ensure success for promotions and new hires when different skills and abilities are required. Coaching can be a valuable short-term intervention to help people adapt and cope with their role change.
    • Career Management. Increased levels of change in organisations mean people find it difficult to make career decisions. Coaching helps individuals get a clearer perspective of potential options.
    • Talent shortages. When organisations suffer from significant skills shortages, money may be better spent developing the skills of current employees through coaching, rather than recruiting external candidates.
    • Support for future leaders or senior executives. Coaching can be a suitable intervention for senior managers or executives bring groomed for leadership roles as it is a confidential, personal and ‘safe’ development option. The executive benefits from an objective, external person to help them with their development, in a flexible, time-sensitive manner. See our Executive Coaching page and First 100 days.

    Other key areas where coaching is employed include: to develop an individual's business performance or people management skills, leadership development, retention of top staff, implementation of strategic goals, team development, change management, succession planning, developing major expansion/new project and introducing new management or financial processes.

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    "If you keep on doing what you've always done, you'll keep on getting what you've always got."
    W.L. Bateman

     

    Achieve more, make changes and be more successful:
    Contact Aeona today for a no obligation, confidential discussion.

    Tel: 0845 6436 084
    Mobile: 07809 672859
    Email: info@aeona.co.uk

     

    Evolution: (noun) A gradual development. An exercise carried out in accordance with a procedure or plan.
    Evolution through Coaching: Improved performance and desired changes achieved using a strategy to adapt people's attitudes, behaviours and actions.

     

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