A recent Corporate Leadership Council survey showed that good coaching leads to improved employee engagement, retention and performance. Specifically regarding performance, employees receiving fair and accurate feedback from their managers performed 40% better than employees who did not.
Our experience shows that with a little forethought, a successful coaching programme will not just deliver value but can also be seen to deliver value through tangible outcomes.
Here are a few principles to help you establish a coaching programme that can prove its success.
1. Set specific goals and targets – The desired outcome for the coaching relationship should be agreed at the beginning to ensure the maximum is achieved. The coaching itself should be focussed on internal implementation rather than personal development to ensure deliverables can be created
2. Make the outcomes measurable – It’s essential to identify how you will measure achievement against the coaching outcomes identified by the ‘Coachee’. This should be quantified in whatever ways seem most relevant to them – time saved, impact on customers, reduction in stress etc.
3. Align with business objectives – Get the ‘Coachee’ to identify which of their business goals are connected to their coaching. Help them identify how they are connected, what key performance indicators (KPIs) are relevant, and the extent to which they will be impacted.
4. Agree reporting processes – These should be agreed in advance so each of the parties (coach, ‘Coachee’ and organisation) can have sight of progress.
5. Integrate with other development processes (especially training courses) – This will ensure practical application and create an overall framework for ongoing evaluation.
7. Share results – With the permission of the ‘Coachee’ and others involved in the process, write up a report and share it with key stakeholders such as the line manager, the budget holder and the decision maker. Showing the success of a coaching initiative could play a key role in ensuring future requests for funding are viewed favourably.
Done well, good coaching is well worth it – so lets make sure we show the business what coaching produces and why we should do more of it.