Feb 02 2009
The Growth Of Personal Coaching
Traditionally, one of our largest clients ran its business from manuals. Staff who wanted to know how something should be done would be directed by a senior manager “to look in staff manual 108” for the answer. It was not a motivational style of management, and had become unsuitable for fast-changing modern business conditions. So eight years ago, based on our recommendations they created what they called “The ultimate service provision” by merging all the information technology (IT) and back-office functions. Management broke with old habits and traditional training, and decided to improve the leadership skills of the senior managers through coaching.
The outcome has been a resounding success, producing far better results than conventional development training. The evident superiority of coaching explains why more companies are taking the same route and making it a priority.
We believe that coaching’s rapid growth will continue. Forward thinking organisations are looking for alternative ways to lead and organise staff. The business world has experienced more upheaval in the past year than in the previous fifty: It’s no accident that this period of unprecedented change has witnessed a boom in executive coaching.
At the moment I am coaching a top executive who insists on becoming involved in every detail of the business, causing frustration amongst his junior executives. “If he’s not in a meeting, he feels he’s not working”, I was told. Time management and delegation courses had done nothing to cure his faults, which leave him no time for the sort of reflective thinking expected of a senior manager. Coaching, particularly by making him study his own diary and cutting down on the congestion in it, is already having an impact.
The signs are that the boom will continue. A recent survey that I read, which polled H. R. professionals from Europe, America, Australia and Asia found that 88% of the respondents were planning to make more use of professional coaching. A little more than half of the respondents had introduced the practice in the past 18 months.
Like our clients, 70% of those polled said that coaching has an edge over conventional development techniques and they would choose it to change the behaviour and performance of senior people.
Today’s News: Jill Konrath is recommending some excellent FREE sales resources here
Niall Devitt posted “The Apocalypse, Four Sales Trainers and the 1st Commandment of Selling” which you will enjoy very much and Paul McCord is asking: “What is Operational Excellence in Sales and Marketing?“
Tomorrow: On The JF Guest Author Spot, I welcome back Drew Stevens PhD – “The largest single issue with selling in a difficult economy is change. There is change in buying power, change in budgets, even change in decision criteria. However, what is not changed are goals, annual commitments, and a desire to excel.” He will also give you the opportunity to download his latest FREE ebook – “Thriving In A Volatile Economy” – so be sure to join us.
As a professional coach, I agree completely, but I feel that much of the coaching industry is still struggling to show real value to their clients. I read recently where the average turnover rate for clients in the business is about 4 months.
Too many coaches are consultant in disguise – trying to bill hours instead of generate results.
The demand is definitely there for coaching at all levels and will be for years to come. Unfortunately, I’m afraid if better systems can’t evolve to provide more consistent results, then “coaching” could take a big hit.
Totally agree!
Most genuine coaches I know, work on a results based fee scheme – I have, since 1994.
If you don’t believe you can make a difference, then you should not accept the assignment – it is why I turn down 80% of the opportunities that I am offered.
I need to believe in the company, the Board, and their commitment to any change program.
Best
JF
Jonathan,
I am not sure how your approach differs from executive coaching. Your example is that of a management level person.
I do agree that the current crisces in increasing referrals for coaching.
I never looked on myself as a coach but when I work with owners to build their sales and sales management skills I find that they like having someone with a lot of gray hair advise them. Smart owners realize that they do not have strengths in every area so they find people who do have expertise in areas where they are weak. The psychological “up” with coaching is that all those years of learning are now paying off for other people. Thanks for the article.
I agree absolutely! The need for coaches will certainly be on the increase. On the other hand the profession must be ready, willing and able to put more effort effective systems and approaches in place to provide successful and meaningful results to meet the demand, expectation and keep up with the competition.