However effective you believe coaching to be, it is worth ensuring that it is both appropriate, and will be delivering the intended return on expectations. To this end, you need a clear understanding of the climate in which the coaching or learning interventions are taking place in order for them to be aligned and valued.
It is well documented that for coaching to be successful, the organisational culture and climate should be supportive of learning and development, as well as knowledge sharing. In a recent report, Clutterbuck and Megginson state that coaching will only truly be successful in organisations “where commitment to improving the organisation is embedded in a parallel commitment to improving the people” (Making Coaching Work, 2005, CIPD). On the other hand, you can also find studies boasting of coaching successes and improvement, but which have only been applied in distinct and focussed initiatives.
Primeast recognise you need clarity to be able to make informed decisions as to how coaching will benefit and transform your organisation. Our facilitative and coaching approach provides a role model for some of the benefits of coaching, and will help you in clarifying which coaching journey you are best embarking on.
- Establishes the business case
- Aligns with other business processes
- Is designed to cascade/escalate to the whole organisation
- Identifies and engages with key stakeholders from the outset
- Explores the range of deliverable both desired and possible
- Co-creates a coaching vision
- Sets realistic and achievable targets
- Design is always jointly implemented
- Creates a coaching culture communications strategy
- Has a clear evaluation process, and links explicitly to ROI and or ROE
- Puts coaching firmly at the heart of the organisation
- Creates an environment in which everyone expects to coach and be coached
- Performance-related conversations happen all the time ‘in the moment’
- Aligns coaching with HR processes, including performance management and reward systems
- Encourages internal networking as a natural by-product
- Creates a pool of growing potential
- Enhances staff retention
- Encourages people to take balanced risks, think creatively yet remain innovative
- Unites staff in a common language and behaviours
- Positively impacts the bottom line
Typically we would look to jointly assess the needs and issues related to how coaching or other learning and development vehicles are providing value into your organisation.
We have our own specific ELAS framework (right) which helps to establish needs and then more specifically the responsibilities related to achieving powerful and sustainable results.
To find out more, contact our offices directly, or email