Coaching in the Corporate Landscape

Kim Morgan, Owner and Director of Barefoot Coaching Ltd

Schopenhauer

Ridicule

Violent Opposition

Acceptance as Self-Evident

Violent Opposition

Lack of clear definition

Lack of regulation

Coach confusion

No success measures

No fit with business objectives

Telephone number fees!

DISORIENTATION & CONFUSION

CRITICAL REFLECTION

TRANSFORMATIONAL LEARNING

Nearly!

Coaching is certainly a maturing industry.

Acceptance as self-evident?

Growth of internal coaches

Growth of in-house

coach training

Emergence of

coaching supervisi

on for internal coaches

Clarity about role of external coaches in organisati

ons

Chemistry meetings

to establish fit, triad

meetings to establish objectives

Preferred supplier lists to

establish quality

Where are we now?

Leader derailment

TransitionsCareer

progression

First 100 Days

in postRealisingpotential

Achieving peak

performance

Overdone traits Boardroom/

meeting behaviour

Managingrelationships

Addressing a problem

Improved gravitas/ personal impact

Reasons for coaching in organisations

In early days – coaching for everyone

In “violent opposition” times – coaching only for senior execs

Now swinging back to coaching for all levels

Use of one-to-one coaching

Support

Listen before you speak. Understand. Diagnose. Listen with your ears...and your eyes and heart.

Challenge

Take issues head on, even the “undiscussables.” Address the tough stuff directly. Acknowledge the unsaid.

Source: Stephen Covey – High Trust Leaders

Organisations now understand that coaching means support and challenge

What do we see with a coaching culture in place?▪ A commitment to feedback and honest conversations

▪ The predominant use of non-directive leadership styles

▪ Evident role models/champions for coaching

▪ Coaching being used as developmental rather than remedial

▪ A high level of trust between individuals with constructive confrontation

Coach training for retail store

managers

Coach training for retail trainers

‘Manager as coach’ training

Accredited coach training

for HRBPs

Coaching for delegates on leadership

programmes

Coaching for grads and

apprentices

Coaching for women

returners

Introduction to Exec Board of coaching so they support and sponsor

coaching

Coaching resources/intra

net

Supervision for internal coaches

1 day workshops on coaching for

entire population

Case Study | Large Multinational Retailer

Case Study | Technology Company

“In terms of recruitment fees and training, we have made savings in the region of £250k-£300K in reduced attrition this year. This number does not include lost revenue for every day not charged out in the down time between a leaver and a new joiner starting, which for us is huge, and could take that saving well north of £500K.”

“Our engagement levels are the best for many years. We achieved a place on the Sunday Times top 100 small companies to work for list this year, and 3 star accreditation in the Best Companies survey.”

Coaching Fundamentals – for anyone

being coached

Coaching Conversations

– for managers to be able to

coach

Being an Internal Coach

– for designated

coaches

Inner City Primary SchoolOne to one Exec

Coaching for Head and

Deputy Head

3 monthly full day team coaching

session for SMT

Accredited coach training

for Head Teacher

Parent coaching training for two

members of teaching staff

Coaching workshops for all teaching

staff on specific topics e.g.

stress coaching

One to one coaching on

assertiveness for two NQTs

Creation of coaching academies

NHS, City and Borough Councils, Universities

Pooling budgets and resources to train in-house coaches and then coach in one another’s organisations

Public Sector Developments

Benefits of Coaching | 6 months after in-house coach training for managers

▪ 83% reported using the coaching techniques in 1-1s and appraisals▪ 91% reported using the techniques in general coaching conversations▪ 48% reported specifically using the coaching techniques in team meetings▪ 75% reported using the coaching techniques more than once a week▪ 83% reported using powerful questions▪ 74% reported using appreciative inquiry

Benefits of Coaching | 6 months after in-house coach training for managers

▪ 70% saw improved performance in their team ▪ 65% saw improved confidence levels in their team ▪ 48% saw improved motivation levels in their team

“Coaching produced a 529% return on investment and significant intangible benefits to the business. Including the financial benefits from employee retention, coaching boosted the overall ROI to 788%. The study provided powerful new insights into how to maximize the business impact from executive coaching.”

Return on Investment | The “Holy Grail” of Coaching in Organisations

Merrill Anderson

Critical for coaching to demonstrate its impact and to establish measures before any coaching is implemented

Essential to understand “Why are we doing this?” and fit with overall business objectives

Engagement of passionate and influential sponsors of coaching key to its success

What now?

What now? The expansion of the industry:

Neuroscience

Introversion revolution

Niche coaching – e.g. “Keeping Women In”

Development of internal coaching capability and need for rigorous coaching supervision

“The art of progress is to preserve order amid change and

change amid order.”Alfred North Whitehead

Kim Morgan

Director of Barefoot Coaching Ltd

@BarefootCoaches

www.barefootcoaching.co.uk Available now on Amazon