The personal impact of coaching on the organisation

Coaching is beneficial because it can validate, support, and empower individual leaders within an organisation. It gives them a neutral party to tackle their concerns that they might feel uncomfortable talking with their own manager about.

Sometimes when employees feel like they have to hide how they are feeling, or what their inner struggles are, it has a strong negative impact on their engagement. However, when they’re are encouraged to share, or given a better understanding of what’s holding them back, and have an idea on how to overcome these barriers, they’re more likely to be engaged, more productive, and better leaders.

Questions from a coach help them think about, and examine, various options related to achieving their goals or removing barriers. Finding this starting point from which they can begin to move forward empowers them to find the way to refocus and achieve their goals with greater impact on their growth and development.

Another reason that coaching is beneficial, is that most ‘manager-employee’ conversations end up taking time out only to address aspects of exceptionally good — or exceptionally poor — performance. Coaching provides an additional, growth-focused touchpoint for employees where they can focus on what’s holding them back, what’s getting in their way, or what they are missing, in order to be more productive or engaging.