Today, it’s promising to see more organisations being open to the idea of bringing coaching into the workplace. If you haven’t thought about introducing coaching to your teams, I hope after reading this article you will reconsider.

It is widely recognised that coaching can positively impact employee motivation and retention which consequently helps to increase profits as happier staff work more efficiently and costs associated with staff turnover are reduced.

Although coaching is widely used in organisations, there is still skepticism of its true impact. Multiple models have been used for decades to demonstrate how coaching has beneficial impacts on both organisations and individuals. Today, many organisations use employee surveys, interviews or KPI’s to map out the impact and in fact, if effective coaching is integrated into a company correctly, the positive impacts will be obvious across the business.

So why is it important to integrate coaching into organisations? 
Coaching is used to unlock talent, increase business acumen and self-awareness, it increases employee engagement and productivity, which in turn makes individuals and organisations more successful.

In this ever-competing world it is not enough to rely on the traditional employee relations model of, go to work and get paid. Organisations need to focus on creating and maintaining a happy, engaged and productive workforce to have the edge on their competitors and retain their talent.

Employees want more than just a salary, they want to work for an organisation that share their values, is ethical, demonstrates behaviors that match theirs and provides job fulfilment.

With millennials making up half of the workforce, who are reported by Gallup to be the least engaged generation in the workplace, there is a lot of work to do to connect them emotionally and behaviorally to their work.

Coaching can be used to help them become the best versions of themselves, connecting them with others, their work, their behaviors and exploring their vulnerabilities.

Coaching can be used across the whole workforce with all employees.

Every single person can benefit from coaching (if they are open to it) every person can learn and improve through new insight and understanding of themselves. 

The only power we have is to change and adapt the outlook we have ourselves and learn to understand other people’s map of the world, different perspectives and appreciate them for what they are. 

Understanding other people’s perspectives gives us the platform to shape ourselves to be the best version we can be not just for ourselves but for those around us. 

When we focus on carrying out the day job and fire fight, we focus on the job in hand and what needs to be done.  But there is hidden value in the “stop”, taking time to pause, reflect, review what we have done and consider if it was the best approach/strategy … Could we have taken a different view and stopped to think about the impact on others before acting. 

Coaching in the workplace creates the “stop” for us to take stock and assess if what we are about to do is the best option, as well as reflect on our actions and take the learning from situations to address continuous improvement.

Using coaching in the workplace to help people understand themselves, helps them to raise their awareness of their strengths, weaknesses, vulnerabilities, behaviors, gaps in their knowledge, skills and attitude which provides insight into areas to work on and improve.

Doing this through coaching rather than through training and development means the level of ownership and engagement is heightened and therefore, as the employee owns the process, it generates more successful results. 

Integrating coaching into your business means that employees are responsible for their own development, supported by coaches, ensuring success.

Coaching is not just useful for the individual but knowing how to coach through conversations is something that employers and their managers need to build into their way of working. 

Managing staff is not enough, leadership is better, but knowing how to use coaching techniques in your everyday approach gives you the edge. 

Leaders in business who know how to apply coaching techniques and concepts see an invaluable return on investment with their teams.

Coaches can be brought into an organisation in various ways. 
Whether this is engaging external coaches, upskilling existing members of staff to hold the skills to elevate conversations in a coaching style, or by sponsoring them to become qualified coaches.

Coaching can be used on an individual basis but also provides great benefits with teams. Introducing coaching to a team can improve the dynamics and the effectiveness of the group.  Understanding people’s strengths and weaknesses is insightful but deepening this with an understanding of the personality types in a group can add a depth that increases trust, support, collaboration and elevates group effectiveness to another level.

The STEP HR team has increasingly worked with clients to integrate coaching methods and practices into the workplace to enhance individuals and organisational performance.  Whether that has been by bringing in an external coach to work with individuals on coaching programmes or to upskill managers to use coaching techniques in their day-to-day approach with staff. 

There are so many options and angles of approach that use coaching and its techniques to help people in business. It should be part of the organisational strategy to explore all options of growth when it comes to their people and coaching plays a key part.

If you want to know more about how to integrate coaching into your workplace, how to support people in your organisation to be qualified coaches or to engage with a coach, please get in touch as STEP offers ILM accredited courses for coaching and mentoring, at various levels.

For more information contact hr@stepscotland.co.uk

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