The world of management and leadership coaching, like many industries, has evolved.
The professionals at the helm of a team are taking more of an active role in the professional development of their staff. To do so is a win for the individuals, for the management, and for the organisation.
Investing in leadership coaching shows the organisation’s commitment to helping employees thrive and improve staff performance. Increased outputs are only one of the many benefits of coaching. Perhaps more notably, a supportive company culture develops a reputation that can potentially transform a business, contributing to greater overall success.
Organisational success aside, the benefits of leadership coaching are far-reaching. Managers and employees alike stand to gain both professionally and personally.
In this post, we review some of the benefits you’ll enjoy when you enrol in one of our leadership coaching courses. We then look at some of the ways that the employees and the organisation can benefit when coaching becomes part of the culture.
Leadership coaching courses are designed to equip you with essential coaching skills relevant to your specific position. Chartered Management Institute (CMI)-accredited Level 5 and Level 7 coaching courses are customised for middle managers and senior managers respectively and are both available at In Professional Development.
CTA – Book a CMI Level 5 coaching course
CTA – Book a CMI Level 7 coaching course
These courses will benefit you with the following outcomes:
We also run a coaching masterclass that has received approval for Continuing Professional Development (CPD) certification. The course is ideal for management professionals at all levels and will allow you to:
We’ve highlighted the individual benefits for a management professional who participates in one of our coaching courses. Below, we’ll look to discuss six major benefits that leadership coaching can have on the organisation as a whole.
Coaching your employees is a form of empowerment. Through their coaching, they’ll develop the skills, knowledge, and confidence to solve problems and reach decisions independently.
Coaching fosters critical thinking and promotes self-sufficiency. Employees often rely on management to solve problems, but when they apply the fundamentals of coaching to their work, they look to themselves to provide those solutions instead.
This frees up valuable time for both parties and allows management to delegate more work, confident that their employees can handle any challenges that may arise. Employees are able to complete more work to the required standard, and managers can also expect to improve their own efficiencies.
Combined, these two areas of improvement can contribute greatly to organisational success.
Coaching invites employees to act on their own initiative.
Instead of a manager setting out a development plan, the employee comes to their own conclusions about the steps they must take to move forward.
Whether they’re wishing to elevate their performance or their position in the organisation, the employee identifies the best course of action themselves and then proceeds with it.
This higher level of involvement will leave them feeling more engaged and, importantly, give them greater control of their own professional future.
As well as requiring them to evaluate their development options, it will inspire them to seek out learning opportunities. Learning can take place personally or professionally, and produce positive results as the employee works to amplify their strengths and address their weaknesses with the overarching goal of improvement.
Organisations that are looking to grow should always be alert to employees who can assist them in achieving this.
Coaching creates scope to identify promising people who may be able to accept more responsibility or to operate at a higher level, and are likely to respond positively to the demands placed on them.
You can then help them to prepare for their new responsibilities, and support them in their transition to their new role and in their fulfilment of it.
At the opposite end of the scale, some people may be struggling with an aspect of their work.
In a toxic organisational culture, employees may be reluctant to broach the subject, fearful that their confession may count against them. A chain can only be as strong as its weakest link, and an employee who feels unable to speak about their challenges is unlikely to be performing to the required standard. Until the underlying issue is resolved, underperformance can severely impact the wider team and even the organisation as a whole.
Coaching will help you to detect potential problems and address them, working with colleagues to transform a challenge into an opportunity for mutual benefit. They’ll be able to raise their level of performance, putting the organisation in a firmer position to continue towards its goals.
Effective coaching can transform a workplace environment.
In a workplace with limited (or non-existent) training or development opportunities, employee engagement, motivation, and self-esteem can diminish. If an employee perceives the organisation as uninterested in their development, they are likely to underperform, or even seek a where they feel they have more opportunity to grow.
Incorporating coaching into the organisational culture, however, can alter that perception.
Coaching illustrates the organisation’s commitment to human resources. Today’s workforce seeks more from employment than ever before. By providing coaching opportunities, companies create an environment that allows employees to be the best they can be.
Employees who are empowered, engaged, and motivated (often as a result of their coaching) will be more effective, and will likely succeed.
Coaching provides employees with a source of support, encouragement, and accountability. This creates a mindset that helps them strive consistently towards their goals, bettering their performance in the process.
This ultimately benefits the organisation through improved performance and lends well to achieving organisational success. Other tangible performance-related benefits include increased customer satisfaction, reductions in staff turnover and an improved employee retention rate, as well as greater innovation. Staff morale will also be positively influenced by enhanced performance.
Equipping yourself with coaching skills will aid you to serve your organisation effectively by assisting you in the development of the different professionals within it. As employees develop their skills and expertise, the wider organisation can benefit from their higher levels of engagement, autonomy, and from their focus on how employees develop.
We invite you to book one of our Level 5 or Level 7 coaching courses. To find out more, visit our courses page, or send us an email to enquiries@inpd.co.uk, send us a message using the form on our contact page or call us on 0161 826 3139. We look forward to supporting you so that, through your training, you can serve as a source of encouragement and guidance for your team in their development and contribute to the progress of your organisation.