Main benefits of coaching to recipient
Generates improvements in individuals’ performance/targets/goals 84%
Increased openness to personal learning and development 60%
Helps identify solutions to specific work-related issue 58%
Greater ownership and responsibility 52%
Developing self-awareness 42%
Improves specific skills or behaviour 38%
Greater clarity in roles and objectives 37%
Corrects behaviour/performance difficulties 33%
Main benefits of coaching to the organisation
Allows fuller use of individual’s talents/potential 79%
Demonstrates commitment to individuals and their development 69%
Higher organisational performance/productivity 69%
Increased creativity/learning/knowledge 63%
Intrinsically motivates people 57%
Facilitates the adoption of a new culture/Management style 39%
Improves relationships between people/departments 35%
Managing Best Practice Research on Coaching
Research findings summarised are based on a survey of 339 human resource and personnel specialists who responded to a questionnaire in May 1999.
Respondents are drawn from The Industrial Society’s (The Work Foundation) database, including member and non-member organisations, across the whole economy, all regions of the UK, and different sizes of site and organisation.
The Work Foundation the UK’s leading evidence-based research and management consultancy.
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