Lynette creates an automatic comfort level with her clients and their staff.Her innate ability to synthesize information enables her to generate perfect-fit coaching packages, appropriate action steps and quick results.
Coaching Benefits
How can hiring a coach benefit your company?
Developing the individual will ultimately strengthen the entire staff and yield higher profits for your company.A balanced and cohesive staff translates to a more pleasant work environment, increased productivity, enhanced client relations and of course a higher bottom line.A coach can:
*Positively impact company’s overall performance by helping individual’s to uncover and minimize invisible barriers that hinder high performance
*Offer a different perspective of change and cultivate an individual’s “stock room” of coping skills lest personal or corporate transitions arise
*Improve interoffice relations by providing personality profiles along with an increased tolerance and appreciation for how different styles work together as well as an awareness of the diverse needs of different generations within the organization.
*Enhance client relations by boosting confidence, interpersonal skills, intuition and finesse.
*Maximize staff productivity by establishing a high energy environment and activities as well as providing time management tips and organization-building habits and action steps.
*Provide upper management with feedback gathered from shadowing individuals on the job and observing business processes and meetings.
*Maximize company’s profits by renewing individual’s zest through motivation, inspiration and success-attracting concepts.
How does the coaching process work?
One-on-one coaching is an exceptional means for an individual to thrive personally and professionally.Individual coaching can supplement training and commence before, during or at the conclusion of training so that the individual can implement methods learned in the training to their unique situations.The methods have a far greater chance at becoming “fixed” or programming the individual for success.
Whether or not one-on-one coaching is used to supplement training or used independently, the need is usually determined by management as an area of a particular individual that needs development.Once a particular coaching package is decided on, the following maps out a typical one-on-one coaching scenario:
Coach meets with company’s liaison or management to establish necessary areas of development of the individual to be coached (client).This meeting will include a desired outcome, reasonable and clear expectations, and a strategy and time line for coaching, as well as the confidentiality factor.
Coach has intake meeting with individual to collect general information and assessments, and discuss expectations, a success plan and a desired outcome, as well as action steps and confidentiality.
Coach and individual begin one-on-one focused and directed coaching sessions, which usually take 45 – 60 minutes.Amount and frequency of sessions are determined by the individual, management and coach.Sessions may include more assessments, exercises or interactive activities geared towards their personal and professional development.
Coach will initiate “accountability check-ins” with the individual to provide support, suggestions and to determine areas of concern regarding action steps.
Coach and management meet to assess progress from both points of view and to evaluate whether current action plan is successful or needs to be restructured.All coaching sessions are confidential; however, general themes can be discussed with full disclosure of coaching client.
What is the return on investment (ROI) a company can expect with coaching?
If you are uncertain about the effectiveness of career coaching, you may like to know that this relatively new industry is catching on by proving itself time and time again.Below is a sample of coaching statistics.
- A Metrix Global Study of a Fortune 500 company determined that coaching produced a return on investment (ROI) of 529%.
- Manchester, Inc. study reported a return of $6 for every dollar spent on coaching. Improvement was made in bottom-line profitability, productivity, quality, and organizational strength, customer service, reducing company complaints, retaining executives, and cost reductions.
- Studies have shown that training, when combined with coaching, increases productivity by 86%, as opposed to a 22% increase with training alone.
Build a Commitment-Based Action-Oriented Organization through Coaching
The International Coach Federation surveyed 210 coaching clients for demographic data and feedback /opinions about the value and use of coaching. Of these respondents, 197 were employed professionals. All had a formal, on-going relationship with a coach with an average duration of 9 months. Over 80% of the respondents had undergraduate degrees and over a third had Master’s degrees or higher.
Value of the coaching investment:70% "very valuable" 28.5% "valuable"
Level of confidence in the coach:50% confide in their coach as much as their best friend, spouse or therapist, 12% confide in their coach more than anyone else.
Main role of the coach:
84.8 % sounding board
78.1% motivator
56.7% friend
50.5% mentor
46.7% business consultant
41% teacher
Typical issues:
84.5 % time management
74.3% career guidance
73.8% business advice
58.6% relationship / family issues
51.9% physical / wellness issues
45.2% personal issues
39.5% goal-setting
38.1% financial guidance
11% creativity
Outcomes attributed to coaching:
67.6% higher level of self-awareness
62.4% smarter goal-setting
60.5% more balanced life
57.1% lower stress levels
52.9% self-discovery
52.4% more self-confidence
43.3% improvement in quality of life
39.5% enhanced communication skills
35.7% project completion
33.8% health or fitness improvement
33.3% better relationship with staff
33.3% better family relationships
31.9% increased energy
31.9% more fun
25.7% more income
25.7% stopped a bad habit
24.3% change in career
22.9% more free time
The survey was conducted by Amy Watson, Principal, PROfusion Public Relations, with survey design assistance by Jackie Rieves Watson, Ph.D., professor of Management and Statistics, Amber University.
