Organisational benefits and
the business case for coaching
These can be assessed in three ways. All indicate
that in most cases coaching has considerable benefits for organisations.
Ask the coachee about the benefits coaching has
had on their wellbeing, confidence, attitudes, skills and performance, and
ask them to assess the effect this has had on their performance. This
gathers personal evaluations, which are subjective but still important.
There are many (often small) studies like this, some more rigorous than
others. Taken together, these studies give strong evidence that coaching is
generally beneficial, with return on investment estimated to be in the range
of 100% to 500%, or more in some cases.
for example, compare 360 degree or similar assessments before
and after coaching, or ask the coachee's manager or the sponsoring
client (e.g. the HR office) to assess the effect coaching has had on the
coachee's performance, and on the performance of people and teams the
coachee interacts with. This gathers more objective evaluations, which have
more organisational credibility. There are not many studies like this, but
they also indicate that coaching is organisationally beneficial with
considerable return on investment.
Assess organisational benefits from reduced
staff turnover and increased engagement. This is rarely done, because it
needs organisational data and
systemic evidence, and so requires
organisational commitment to the study. However, it is well established that
high staff turnover, and low staff engagement or low capacity to use
relevant knowledge and skills, has high direct and indirect costs.
interventions that reduce turnover, or increase engagement and the effective
application of knowledge, are expected to
have major benefits.
Studies show that successful coaching depends on good
rapport between coach and coachee, and it is good practice to ensure that the
coachee's development fits with organisational strategy.
At Insight Leadership Coaching, we recognise that
good rapport and strategic alignment are the most important factors for getting
organisational benefits. We work with you to achieve this. Before starting
coaching, we use our organisational expertise to design with you an appropriate
coaching program, and we use our experience and network to propose a suitable
coach for each coachee. During the coaching we monitor rapport and alignment,
and we will suggest alternative coaches or recommend changes to programs if it
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