Are you looking for:
- …effective ways to develop your best people to be great?
- ...a way to get your people working really well together?
- …support for under-performers?
- ...happier, more effective teams
- …improved productivity across your organisation?
Executive coaching is growing rapidly within organisations. Research to date indicates overwhelming evidence of benefits, gained both by the employees receiving the coaching and by the organisation.
This leads ultimately to tangible benefits for the bottom line and increased shareholder value.
"...93 per cent of managers believe that coaching should be available to all employees regardless of seniority…” and “… 80 per cent of managers believe that they would benefit from coaching/more coaching in their place of work..." (‘The Coaching at Work Survey’, Chartered Management Institute, 2002. See
http://www.campaign-for-learning.org.uk/pdf/LAW2002/coach_skills_survey_final.pdf)
"...Over 90% of respondents believe that coaching can have a positive impact on the organisation’s bottom line, can deliver tangible benefits to individuals and organisations and is an effective way of promoting learning." (‘Training and development 2004’, Chartered Institute of Personnel and Development, April 2004. See http://www.cipd.co.uk/NR/rdonlyres/5F17CCA5-DDC9-4CA9-BFA7-162651240EFE/0/2958traindevmntsurvrept04.pdf)
"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%." (‘Executive Briefing: Case Study on the Return on Investment of Executive Coaching’, prepared by: Merrill C. Anderson, Ph.D., MetrixGlobal, LLC, November 2001. See http://www.coachfederation.org/pressroom/MetrixGlobal-CoachingROI%20Briefing.pdf)
Improved performance and productivity for all organisations
For individuals, benefits include improved: leadership skills, problem-solving, communication and time management skills, greater confidence and assertiveness, ability to adapt rapidly to change, greater emotional intelligence, continual learning and self-awareness, better work-life balance and reduced stress.
The organisation then benefits, as a result of the improved performance, commitment and satisfaction of its individuals and teams.
In particular, employee retention is higher, customer service and productivity are increased, training is more effective, and change is implemented effectively.
When is coaching appropriate within an organisation?
Coaching is relevant to any business at any time. No serious sports-person would consider aiming for success without a coach. The same should apply within business. However, times of particular need include:
- Rapid change such as mergers
- Downsizing and the impact this has on those remaining
- Senior management who need someone impartial to act as a sounding board
- Supporting individuals who have been promoted into a leadership role
Happy employees -> higher retention and improved productivity
Employees work best when they feel trusted and valued. The provision of a confidential coaching programme demonstrates that their employer values their contribution and is willing to support them as they develop in their career. This is a powerful element in gaining loyalty and commitment, which results in a more productive workforce.
Valuing diversity
I believe that the world would be a sorry place if we were all similar. Teams work best if they have a wide spread of expertise & personality, and this rule applies at all levels - between couples, in partnerships, across organisations, in social settings and globally.
Within business, there are huge benefits to be gained by implementing training which helps every employee to respect and value their colleagues and their customers.
- Employees who feel included and valued show greater commitment and motivation.
- Your customer base is likely to be diverse - this is best served by a diverse workforce, who understand and respect all people.
- Employees from varied backgrounds bring more creativity to an organisation.
- An organisation may bear high costs over time if employees harass each other, or if they upset customers by discriminatory behaviour.
Coaching programmes
These are designed individually, so that appropriate goals are set to meet the employee’s needs. Key objectives are defined and the individual is supported throughout the coaching to help them as they develop.
I am an Associate Coach with a number of larger, professional coaching organisations. This means that I have access to highly skilled teams of coaches who work in areas that I am less skilled in. Whatever you are looking for in the area of people development, such as workshops, personality profiling, leadership development, team-building, mentoring, etc, I can probably help you to find the right person to suit your requirements.
About Jacky Pratt
I worked in IT consultancy for 23 years, gaining wide experience through many roles including project management, systems development and e-learning.
As a practitioner coach, accredited with the European Coaching Institute, I now work with people who want to ensure they are performing at their best.
I am passionate about integrity, customer service, quality, diversity, sharing knowledge, team spirit and personal & performance development. I have broad business and commercial awareness, with strong emotional intelligence.
Particular strengths include:
- Communication skills, particularly listening, empathy and intuition
- Open, friendly and collaborative
- Research, collating and organising of ideas
- Clarity, attention to detail, planning, disciplined, dependable
- Analytical, organised, logical, ideas creation
Contact details:
Phone: 01604 889152
Email: jacky@ambitioncoach.com
Professional life coaching, relationship coaching, career coaching, executive coaching, business coaching, email coaching
Kettering and Northampton, Northants, UK
Copyright © 2004,2005,2006,2007,2008,2009,2010 Jacky Pratt, Ambition Coaching Ltd
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