Benefits of one-to-one coaching
Does coaching work?
Of course it does but don’t take our word for it.
The International Coach Federation found that 80% of coachees reported an increased self-confidence, and more than 70% benefited from improved work performance, better relationships, and more effective communication skills (read full report).
At Coaching Focus we have provided one-to-one coaching for literally thousands of executives. These executives tell us that the benefits they gained form coaching were:.
- Coaching has empowered and focused my personal and professional development.
- Coaching gave me access to a safe independent advisor and sounding board.
- Coaching identified areas for improvement and helped me develop these.
- Coaching gave me the road map and tools to achieve ongoing success.
- Coaching helped me address the issues that are driven by the current needs of my organisation.
- Coaching was a more effective use of my time than other alternative options.
What does any coachee want to achieve from coaching?
Coaching is personal. While the end goal may be around business performance and contributing to organisational objectives, coaching is a very human one-to-one relationship.
Different individuals have differing goals, and similarly their organisations will also have their own expected (or anticipated) outcomes. The agreement between the coach and coachee around what they want to achieve will be crucial – because the wish list can be huge, for example:
- Improving decision making
- Developing a leadership style
- Reducing stress
- Improving interpersonal skills
- Improving communication with different groups
- Increasing self-confidence
- Achieving win-win situations
- Applying fresh perspectives to problem solving
- Finding creative solutions to problems
- Acknowledging achievements by others
- Planning before doing
- Balancing your work and home life
- Creating and managing time
- Building better teams
- Networking more effectively
- Improving goal setting
- Changing company culture
- Increasing sales.
These topics are not mutually exclusive, of course. We don’t make a curry from one ingredient; we combine ingredients to achieve the taste, texture and hotness that suits us. It’s the same with coaching. We pick up various ingredients on the way to final dish, and crucially we have to taste it as we go along. Then we can add a little spice, a little salt and so on.
Tasting in this context means assessing at key points how the coaching is going to ensure it meeting expectations. We will always check that the coaching is achieving its desired outcomes, and ascertain how it can be enhanced if progress is not as expected. This means addressing issues and barriers that are encountered and areas that may be holding the coachee back from achieving their performance goals...
There is no doubt that coaching works but from our experience individuals will sometimes find reasons not to engage with it.
No time? Executives and leaders are busy. Most say they have no time for coaching.
But 1 to 1 coaching sessions from Coaching Focus are short and impactful. They’re designed to fit around personal and work commitments, and time is rarely an excuse for saying ‘no’.
No enthusiasm? Coaching is not always right for an individual. Being coached requires an open mind, and commitment. It needs honesty and application. It requires a desire to change, to improve, and to make a difference.
A coachee that lacks impetus will be unlikely to embrace the opportunity or fully realise the benefits of coaching.
No need? Many leaders do not see where they can improve. This is not arrogance but may point at issues around feedback or dialogue that have not helped an individual see where they can improve. Often, for such individuals, it is the organisation that has requested the coaching because they can see where improvements can be made.
But coaching is not necessarily remedial. You do not have to be ill to get better! 1 to 1 coaching can help people move forward with purpose and clarity and achieve goals above those that they anticipated were achievable.
Coaching can also be used as a substitute for the type of advice and sounding boards you may find in the boardroom. Compromise in confidentiality, conflicts of interest, risk of hurt feelings, lack of trust… These are never issues in a coaching relationship, but are always present when an individual has a discussion in or out of work with a colleague or friend.
What next?
If you are an HRD or L&D professional looking for one-to-one coaching for your leaders, or if you’re an executive and wish to discuss how it could work for you, then give us a call. We work across the UK and overseas, so geography is no barrier.
Coaching is personal, and we like to talk to you about your specific individual or organisational needs.
Use the contact form below, or give us a call on 01884 266005.
