Benefits of Coaching
HNC Waste Management
Managing and Working with People
Assessment Task 2
Coaching could be a benefit for both the organisation and for the individuals they employ
If there is a good system of coaching installed, its benefit could be so extensive that the whole organisation can benefit. Some of the benefits for organisations were illustrated by The 2002 Coaching at Work survey carried out by the Chartered Management Institute supported by Lloyds TSB, which in its findings found that the main reason for using coaching in organisations was for supporting structural change within the organisation, staff motivation and the retention of staff. Some of the other benefits were an improvement in productivity with the use of the individual’s talents, and potential, which demonstrates commitment to individuals and their development. This may also give a higher organisational performance and a greater productivity with a more creative knowledge and learning allowing motivating individuals more naturally, Making it easier to adopt a new culture of management style in the organisation also helping to improve relationships between departments and people. In an article for executives (www.coachfederation.org/includes/docs/053metrixglobal-coaching-roi-briefing.pdf) visited 4/10/2012 gives “a bottom line” that coaching returns a 529% return on the investment of coaching. Difficulties with coaching may arise as it involves a different relationship between coach and the coachee that exists in the usual management structures that is found within in most organisations. In some cases the organisation will ask managers within the organisation to coach their own, instead of introducing external coaches. The organisations may need to address these issues to develop coaching as a predominant management style.
Coaching would help Pete as an individual 'learn' how to learn and come to understand how he 'fits in the bigger picture'. This helps him to 'see' the purpose of
Managing and Working with People
Assessment Task 2
Coaching could be a benefit for both the organisation and for the individuals they employ
If there is a good system of coaching installed, its benefit could be so extensive that the whole organisation can benefit. Some of the benefits for organisations were illustrated by The 2002 Coaching at Work survey carried out by the Chartered Management Institute supported by Lloyds TSB, which in its findings found that the main reason for using coaching in organisations was for supporting structural change within the organisation, staff motivation and the retention of staff. Some of the other benefits were an improvement in productivity with the use of the individual’s talents, and potential, which demonstrates commitment to individuals and their development. This may also give a higher organisational performance and a greater productivity with a more creative knowledge and learning allowing motivating individuals more naturally, Making it easier to adopt a new culture of management style in the organisation also helping to improve relationships between departments and people. In an article for executives (www.coachfederation.org/includes/docs/053metrixglobal-coaching-roi-briefing.pdf) visited 4/10/2012 gives “a bottom line” that coaching returns a 529% return on the investment of coaching. Difficulties with coaching may arise as it involves a different relationship between coach and the coachee that exists in the usual management structures that is found within in most organisations. In some cases the organisation will ask managers within the organisation to coach their own, instead of introducing external coaches. The organisations may need to address these issues to develop coaching as a predominant management style.
Coaching would help Pete as an individual 'learn' how to learn and come to understand how he 'fits in the bigger picture'. This helps him to 'see' the purpose of