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Insights

Leadership Insights

 
“To add value to others, one must first value others.”
— John Maxwell

Tangible Benefits of Coaching

Why This Matters

More than ever, we know our leaders' important and often challenging role in our organizations. They are in positions to translate organizational objectives and goals in terms that engage their teams. It’s critical that we continue to equip them to do this important work. Coaching can help equip.

Professional coaching is a goal-oriented, client-centered process that facilitates self-discovery, personal growth, and positive change through structured conversations. The bottom line: coaching facilitates change. Even though we often rail against change for myriad reasons, coaching can bring us to a place where we see the benefit of change and are willing to put into motion what will help us realize change. I don’t want to suggest that’s a simple proposition. It can be very difficult. But we all know our personal and professional lives routinely present experiences and opportunities that call us to change. After all, life is the best teacher, the tuition to learn may seem high, but the benefits we realize when we are willing to learn and change are truly priceless. And professional coaching can help us navigate the change.

After 20 years of teaching leadership and being a leadership coach, here’s what I’ve noted can result from one-on-one coaching. The referenced studies underscore the tangible benefits of one-on-one professional coaching.

Enhanced Leadership Skills: Coaching helps individuals develop their leadership abilities, leading to improved individual and team performance and effectiveness in managerial roles. According to a study published in the Consulting Psychology Journal, executive coaching was found to significantly enhance leadership effectiveness and overall job performance (Gregory et al., 2011).

Increased Employee Engagement: One-on-one coaching fosters a sense of empowerment and engagement among leaders and employees. Research by the International Coach Federation (ICF) found that 70% of individuals who had received coaching reported improved work performance, relationships, and communication skills (ICF Global Coaching Client Study, 2016).

Improved Goal Achievement: Coaching assists individuals and teams in setting and achieving specific, measurable goals. A study published in The International Journal of Evidence Based Coaching and Mentoring found that coaching significantly improved goal attainment, with 70% of participants reporting successful goal achievement (Jones et al., 2016).

Stress Reduction and Well-being: Coaching helps individuals manage stress and enhance overall well-being. Research published in the Journal of Occupational Health Psychology found that coaching interventions led to reductions in stress and improvements in well-being among employees (de Bloom et al., 2017).

Enhanced Problem-Solving Skills: Coaching provides individuals with tools and strategies to effectively navigate challenges and solve complex problems. A meta-analysis published in The Consulting Psychology Journal found that coaching interventions resulted in significant improvements in problem-solving skills and self-efficacy (Theeboom et al., 2014).

More than ever, we know our leaders' important and often challenging role in our organizations. They are in positions to translate organizational objectives and goals in terms that engage their teams. It’s critical that we continue to equip them to do this important work. Coaching can help equip.

References

  • Gregory, J. B., Beck, J. W., & Carr, A. E. (2011). Executive coaching outcomes: The influence of goal attainment, engagement, and momentum. Consulting Psychology Journal: Practice and Research, 63(3), 224–235.

  • International Coach Federation. (2016). ICF Global Coaching Client Study.

  • Jones, R. J., Woods, S. A., & Guillaume, Y. R. (2016). The effectiveness of workplace coaching: A meta-analysis of learning and performance outcomes from coaching. The International Journal of Evidence Based Coaching and Mentoring, 14(2), 16–38.

  • de Bloom, J., Geurts, S. A. E., Kompier, M. A. J., & de Weerth, C. (2017). Effects of short vacations, vacation activities and experiences on employee health and well-being. Journal of Occupational Health Psychology, 22(2), 225–239.

  • Theeboom, T., Beersma, B., & van Vianen, A. E. M. (2014). Does coaching work? A meta-analysis on the effects of coaching on individual level outcomes in an organizational context. The Consulting Psychology Journal: Practice and Research, 66(4), 267–297.

Daniel Burns