The value of Coaching for an Organisation

What is the Value to an Organisation for having an embedded coaching program?

I and a number of my colleagues have been involved over the past 10 months or so in a coaching accreditation program designed to provide us with the skill and competencies to be good or better coaches.   It has involved us being coach/mentored while coaching other staff members and has been an interested experience for both us and the staff we are coaching.  More importantly perhaps it has made us look at the place that coaching has within the organisation and what is  and where does the value in a program like this sit.

Interestingly I think that perhaps when we considered this kind of program we saw the value sitting with those people being coached.  So in providing an opportunity for the staff being coached to grow and develop and become better, more fully engaged and capable members of the organisation.  This thinking has shifted, and while it is still the case that there is value and significant value sometimes for the people being coached, it seems that there is far greater value in the process of coaching and becoming a coach.  So the real value that exists is that by becoming coaches, coaching staff members and being mentored to be a better coach, we have significantly improved the capacity of our senior management cohort as well as its ability to link and communicate with our staff, which to my mind is much more substantial win than we had expected.  The value we are seeing is such that we are seriously considering ‘encouraging’ all of our senior management to become involved in the process of being a coach and being mentored through the process.

I would love to hear other people’s experience of organisational coaching, its effects and where you think the value lies.

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About pauldrasmussen
Paul Rasmussen is one of Australia’s most widely read Vocational Education and Training Commentators. He provides deep, unbiased analysis and insights not only on topical issues, but also on the underlying structure and policy which supports the industry. His writing and analysis has been praised for its uncompromising and thought provoking style and its ability to focus on the issues of real importance to the sector. He has advised various government departments and ministers, training providers, public and private organisations, not for profits and small to medium enterprises on the VET sector and the issues and opportunities facing it. He is one of Australia’s most awarded learning professionals and a regular speaker at a range of conventions and forums. His extensive experience in vocational education, and learning and development coupled with formal qualifications in philosophy, ethics, business and education management allow Paul to provide a unique view of the road ahead and how to navigate it.

2 Responses to The value of Coaching for an Organisation

  1. Louise says:

    Having also undertaken a coaching programme in the last 12 months I agree wholly with your comments. I have gained a valuable skill in the art of coaching whilst helping others at the same time. Its a win-win situation and all organisations should consider implementing a coaching culture.

  2. Leif Nyman says:

    I think you are right that the benefit of coaching is more than the skill of coaching it self. Coaching is about letting go of your own perspective and trying to understand what the world looks like from the other´s perspective. Its about trying to understanding the full complexity of the challenge and all that surrounds the challenge, its context.
    Its about asking questions, not giving answers.
    Its about curiosity, not certainty.
    It promotes mutual learning, and action.

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