Coaching as an organisational strategy to drive growth

Muscat - 

Organisations are using coaches as a key strategy to help develop leadership capabilities and increase the performance and productivity of their employees. Individuals who are coached recognise the value in working with coaches to help them achieve challenging goals and gain greater satisfaction at work and in their lives.

There are many different types of coaching that can take place, some examples are: Performance, skills, career, personal, wellbeing, business, leadership, executive, and team facilitation.

Effective leadership is becoming more challenging in the current complex and changing business environment, executives need to learn how to handle the pressures from increased work demands, and the challenges of running cross-functional projects while working with diverse teams.

Coaching can help by providing support and strategies for individuals working under these challenging circumstances.

Coaching is a personalised process that provides clarity on what success would look like, a clear understanding of the obstacles and barriers that get in the way of achieving it, and an action plan that will lead to a positive outcome. Coaches work with the coachee to maximise their potential and move toward a preferred prospective, facilitate change, provide a flexible and tailored approach to development through active listening and powerful questioning.

This powerful form of development leads to change and results. It increases productivity, offers career advancement, improves performance, communication and relationships and provides a greater balance between life and work. These benefits lead to higher retention and engagement rates and ultimately increase profitability, decrease cost and enhance employer brand.

Through building trust and rapport, coaches can help their clients get unstuck, shift their thinking, see new possibilities, try different behaviours, and achieve breakthrough results by:

  • Helping the client become aware of certain behaviours that either help or hinder their progress and growth.
  • Clear alignment of what the client wants to work on and what is significant for the organisation. In some cases it is recommended to have buy-in from a sponsor such as a direct boss or human resources representative, so there is a common understanding of the focus of the coaching as well as internal support for the process.
  • Creating clear goals and a written action plan that provides a road map for achieving the vision and tracking progress toward the desired goal.
  • Creating conditions for the coachee to take responsibility for their growth, and built-in accountability.

Coaching cultures enable radical transformation through fostering certain types of conversations on daily basis. This creates an environment where people can give and receive effective feedback, support thinking, challenge performance, engage in developing conversations and critical reflection.

This coaching climate can be achieved through communicating clear business goals, developing the right blend of coaching talent, fostering effective and open communication, providing organisational support, forecasting talent and measuring performance of both individuals and organisation on regular basis.

Today’s corporate culture requires a coaching mindset in order to develop adaptable strategies to manage change and drive growth.


COLUMN By Elham Hennessey

By Elham Hennessey

Elham is the Director of DevelopMe Consultancy

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