Is it possible to make a strong “business case for corporate coaching?” Why is coaching vital to organizations? Why should leaders invest time developing their coaching skills? These are tough, important questions that organizations should consider before implementing coaching.
The need for corporate coaching certainly depends on situation. In some cases, it could be argued that time spent learning and doing coaching provides only small returns. If you have an operation with few people doing routine or rather insignificant tasks, it probably won’t matter if managers can coach, develop, and lead people. But, in an entirely different environment, quality of corporate coaching and feedback could matter a great deal.
- For Example, New York Times reported on an investigational survey of medical interns and residents. The results of survey stated that nearly half of interns failed to report mistakes and discuss situations with supervising physicians.
How can people effectively learn and develop when key people are unwilling to approach leaders, and leaders are too busy “putting out fires” instead of teaching and coaching in response to performance issues. When seeking medical care, most of us would prefer a health care professional who has not only received technical schooling, but has also benefited from a trusted coach and mentor who has shared honest feedback and wisdom that only comes from experience.
How do you know if you are in type of business or organization where corporate coaching is value added? Consider applying following formula: C(5)+ED. Although it sounds scientific, formula is actually an easy way to diagnosis whether or not you should invest time and money in perfecting coaching skills and applying them in workplace.
The following survey identifies components of C(5)+ED formula. C(5)+ED is ultimate test in determining how much time, money, and energy to invest in corporate coaching and development.
“C” – COMPETITIVENESS
Does your business deal with strong competition?YesNo
Do you have to fight for market share and profitability?YesNo
If you are lucky enough to have a virtual monopoly over competition, then you probably won’t feel pressure to excel or require very best thinking and craftsmanship for sales, production, or technical/professional people. But, if you answered “yes” to either question, you need leaders who are capable of influencing behavior of others.
“C” – COMMITMENT
Does your organization/culture require innovation, independent action, and voluntary motivation?YesNo
If you are able to “enforce” compliance, and you really don’t need people to think creatively, then you are off hook. But, if you answered “yes” to this question, you need leaders who know how to communicate, inspire, and bring out desire in team members to “give it their all.”
“C” – CHANGE
Is your business dynamic, complex, and fast-paced?YesNo
If you answered “yes,” you need people who can adapt to changes in technology, marketplace, or new programs and products. You need leaders who can guide, encourage, and help people overcome resistance to change.
“C” – CULTURE
Does your business culture stress importance of values, principles, teamwork, ethical behavior, etc.?YesNo
If you answered “yes,” then you need leaders to promote, coach, and hold team members accountable for their behavior. You need leaders who set an example, and gain respect of others. You need leaders who will speak up and stand up for ideals that organization promotes.