Every organization has its own approach to performance management and coaching. But all models view coaching as interactive. Coaching helps individuals grow as professionals and contribute fully to the success of an organization. Done well, it can turn performance management into a collaborative process that benefits everyone.
In today's environment of changing technology and evolving organizations, coaching can have a strategic impact. It provides continuous learning and develops people to meet current and future needs. Coaching is an investment that you make in developing your key resource, people, for the long-term benefit of the organization.
About 6 out of 10 (59%) organizations offer coaching or other developmental counseling to their managers and executives, according to a nationwide survey of more than 300 companies by Manchester, a human capital consulting firm.
Here's why: Most organizations need to improve productivity to fuel growth and profitability. Productivity doesn't happen when people are only focusing on the financial or technical issues. They also must build the capability of managers to help their employees with the intangible elements of human interaction---because the work gets done through personal relationships.
The key to return on investment (ROI) is developing and sustaining individual and group behaviors through personal relationships to achieve the desired business results. Executive coaching builds the organizational capability to get this done.