Organizations’
interest around coaching is a movement which is rapidly growing and more
companies are now focused on developing such a strong culture after having
realized the advantages of that strategy. According to the ICF 2014 research,
43% of organizations report employing internal coaches to work with all
employees, and 60% say coaching is available to their high-potential employees. Moreover,
an extensive coaching program is often associated with positive business outcomes,
including higher employee satisfaction and performance.
Managers
and leaders are now requiring to adopt coaching skills to positively have an
impact and influence on their employees using those news skills that are able
to both improve teams’ performance and engage people effectively.
Although
some organizations report hiring internal coaches who have a variety of
coaching qualifications and accreditations, there is no single, industry-wide
standard or benchmark. Some companies reported that their coaches do not have
any formal qualifications or accreditation; certain companies even reported
employing coaches with as little as a few hours worth of training. The
importance of structured approaches to deliver consistent coaching training to
internal managers and leaders will definitely set the difference between those
organizations who tell themselves they want to establish a coaching culture,
and those who firmly believe in it and do the right steps to implement.
Without necessarily being involved in an ACTP training
path to become ICF accredited coaches, leaders and managers can take advantage
of working alongside accredited coaches on training and mentoring programs and
bring huge benefits to people and organizations through playing thorough coaching
skills consistently and successfully.
