Professional Development

You have heard of the idea of getting coaching for various challenges that have come up in the workplace, but how will you know the difference between effective coaching and the opposite? In this short article, we look at three tangible outcomes that may accompany effective coaching. On a personal level, the opportunity to benefit from coaching will promote an individual’s personal growth and improvement over time through self-development. From a company-wide perspective, there are several ways to structure as well as measure effective coaching. A short list of these may include promotion, performance, better coordination inside and outside teams, and higher retention rates. These are useful to measure effective coaching once the program has ended, but how can you evaluate the program while it is still in progress, and how are improvements seen in the working week? Effective coaching outcomes and indicators Better personal performance. A high-performing employee can see the broader picture, and so more easily collaborates with other team members and with those of different skill sets. The development time required for such a person is shortened through focused coaching in areas such as project planning, strategic thinking, or influencing others. To effectively examine and improve these areas the coach needs to be able to communicate their technical expertise of personality factors that influence these competencies, such as emotional intelligence, imposter syndrome, and ego. Those receiving coaching come to understand what areas they need to work on, and then how to do this while staying true to themselves so that the personal growth continues after the coaching sessions are ended. Improving team coordination and outcomes. When a leader is coached, it is not only their performance that will improve, but their team will also benefit from higher outputs. Effective coaching will facilitate a high-performing leader’s desire [...]