We’ve just finished watching our finest GB team win a superb haul of medals in Tokyo and it got me to thinking about the performance routines, behaviour and attitudes that help set them apart from us mere mortals and of course each one of them has a coach.
We wouldn’t ever consider sending an athlete to compete in a championship without the help of a coach so why do we do this with our top talent in organisations? If we want the best from our best then why not give them a fighting chance.
OK I’m done with the sporting metaphors.
Coaching is an investment and with lean budgets right now it’s important to be selective and be coach-savvy.
- Utilise group and team coaching to make the budget go further
- Provide exec coaching where it can have the most impact e.g. getting a new board member up and running quickly
- Train your own leaders and managers to coach and cascade the learning.
- Make use of coaches-in-training who can offer practice hours as part of their learning.
*77% of respondents at a Fortune 500 company indicated that coaching had a significant impact on at least one of nine business measures. In addition, they uncovered that overall productivity and employee satisfaction were the most positively impacted areas…I could go on to list more impressive stats but you and I both know coaching works.
I’m hoping this autumn provides all of us with some new opportunities, the rebuilding of teams and the chance for our talent to really shine; after a year like no other so we can award a few medals of our own to our teams who truly deserve it.
Source: Executive Briefing: Case Study on the ROI of Executive Coaching, Merrill C. Anderson, Ph.D., MetrixGlobal, LLC