Coaching is no longer considered an optional program in most organizations. The Training Mag reveals that 50% to 70% of organizations consistently rate coaching as a critical program due to its effect on employee learning, performance management, and engagement. As such, about half of organizations already provide managers with guidelines for effective coaching and include coaching as a permanent part of managers’ job descriptions.
However, employees aren’t the only ones who should be receiving coaching. Despite being the coaches to others, managers and leaders also need coaching themselves. By providing leadership coaching to these employees, you can experience the following benefits for your team and your organization:
Helps with the execution of organizational goals
Leaders will find it challenging to achieve their organizational goals, especially if they don’t have the necessary skills and behaviors for the plan.
Our article entitled ‘Start the Year Right With a Clear Personal Vision in Mind’ even emphasized that only 30% of all organizational changes are successful due to the lack of internal changes in the staff. Fortunately, coaches can help leaders shift their daily behaviors, so they can implement their vision and execute it through a realistic action plan. These coaches can work on the weaknesses of leaders and develop their strengths to help them steer the workforce in the right direction.
Solves challenges regarding diversity, equity, and inclusion
One of the common goals among organizations is boosting their diversity, equity, and inclusion efforts.
Unfortunately, these efforts can be met with resistance, which is why Amber Burton of Protocol reports that many companies leverage coaching to resolve leadership challenges related to DEI. Coaches can help managers understand the challenges experienced by underrepresented talents, which can increase their motivation to take on more responsibility in the workplace. Through the intervention of coaches, leaders can develop open-mindedness and become more knowledgeable about working with employees from different walks of life.
Improves the safety and well-being of employees
Whether your organization is in a high-stress environment or not, your leaders need to learn how to support the safety and well-being of your employees.
In fact, LHH’s Jennifer Fickeler recommends leadership coaching because it encourages leaders to reassess their behaviors, align themselves to the workplace’s safety culture, and learn soft skills that can reduce their negative habits. Fickeler warns that this is crucial because bad leaders cause employees to be less productive, engaged, and loyal. Through leadership coaching, managers can acquire the soft skills needed to make employees feel safe and happy in their workplace.
Encourages the employees to maintain high performance
Despite being high-performing employees, many leaders don’t have the skills to manage people.
Psychology Today explains that leaders can end up with teams with low performance and high turnover if they have an authoritative style, refuse to listen to their team, or demonstrate poor emotional intelligence. Fortunately, leadership coaching can help people unlearn these toxic workplace behaviors and improve their people management styles. With the guidance of their coach, leaders can develop relationship-building and accountability skills, which are critical in enhancing the performance and loyalty of their team members.
There are lots of skills needed to become a good leader. As such, organizations need to invest in leadership coaching to develop professionals who can achieve goals, improve the culture, and properly manage the workforce.
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