Training for organisations

'Man's mind, once stretched by a new idea, never regains its original dimensions' - Oliver Wendell Holmes


The use of coaching in organisations has rocketed over the last couple of years.  Recent research from the Chartered Institute of Personnel and Development (CIPD) states that 63% of organisations are involved in some form of coaching activity.

Coaching is now recognised as a powerful process that can benefit organisations in a number of areas.  Coaching is about helping people to enhance their performance and contribution to an organisation.  It enables organisations to do this for themselves rather than relying on external advice.  It also adapts to numerous business scenarios.

Coaching is typically carried out by an external coach and is normally used for senior leaders in organisations.  Being a leader is a lonely place at times and this approach enables the leader to download their issues in a neutral environment, without fear of negative outcomes.

Line Managers

Equipping line managers with coaching skills is also growing in popularity. 73% of the organisations who took part in the CIPD research expected coaching by line managers to increase over the next few years: that is, coaching used as a management style internally rather than as an external intervention.

Line manager coaching starts with equipping managers with the skills, knowledge and behaviours to understand, motivate and get the best out of their employees: they effectively become their coach.

This blend of external and internal coaching can create synthesis and momentum if there is clarity in relation to the vision and aims of the organisation, typically skills, performance and/or development.

The challenge for organisations is to be able to deconstruct and articulate the vision for leadership and management to external and internal coaches to ensure alignment of purpose.

If you are not using either of these forms of coaching, why should you be considering them?

  • Coaching is a strong driver for improving personal and therefore organisational performance. Its whole focus is on improving performance

  • Coaching helps employees to become more self aware, focusing on their strengths and development areas enabling individuals to work on the issues that are potentially blocking their performance

  • Coaching can help leaders and managers to understand and enhance working relationships to improve leadership and management capability, thus creating a cascading improvement in performance down to the teams they manage

  • Coaching can help leaders work on the strategic issues facing their organisations

  • Coaching can shift an organisational climate or culture in times of change

  • Coaching can help improve employee motivation and engagement when the organisation may be going through a difficult time and is increasingly becoming a key recruitment and retention tool for top executives

Please go to the Contact Page to book training and life coaching for your organisation.