The benefits of workplace coaching
for your employees and organisation

“Leaders aren’t born, they are made. And they are made just like anything else, through hard work. And that’s the price we’ll have to pay to achieve that goal, or any goal.”

– Vince Lombardi, NFL coach.


 

Workplace coaching is becoming increasingly popular across organisations, and at all seniority levels, to maximise the wellbeing and performance of both leaders and employees. It’s a collaborative process in which a trained coaching professional explores each employees’ inner strengths and resources, helping them perform better at work and, achieve greater success in their role.  

 

The benefits of workplace coaching 

Coaching uses positive regard to achieve an environment of trust and accountability in order to help progress both individual employee goals, and broader organisational goals. It can greatly improve workplace dynamics and team functioning, and help support change processes at both large and small organisations. 

Common benefits and outcomes of workplace coaching at the individual employee level include:

  • Learning strategies to effectively manage anxiety and stress related to work, or in their personal lives
  • Better management of interpersonal conflict through effective resolution methods
  • Supporting those who are just starting out in their careers
  • Supporting employees returning to work after career breaks
  • Putting strategies in place for career advancement
  • Achieving better work-life balance.

For organisations more broadly, workplace coaching can support with:

  • Implementing processes to transform teams
  • More effectively managing change and restructures
  • Managing promotions
  • Implementing strategies for effectively working with a Management Committee or Board.

 

What a typical coaching session looks like

Whether it’s 1:1 or a group session, a workplace coach will firstly seek to understand the aspirations and goals of each employee, and what outcomes they’d like to achieve from the sessions. An experienced coach will take a unique approach for each employee based on their desired outcomes, and sessions should be action-orientated and measurable.

Coaching takes a forward-thinking approach and considers the employee the expert in their own lives. It is not an advisory intervention. The coach guides the employee to consider the changes they might need to make to achieve their goals, and help them understand the impact of their current thoughts and beliefs on their actions.

The coach will also take into consideration the organisation’s goals for the coaching of an individual they manage. The degree of accountability of the coach to the organisation is mutually agreed by the organisation, the employee and the coach at the time of engagement, with the emphasis on transparency.

However, ultimately whatever is discussed in the coaching sessions themselves will remain confidential between the coach and the employees themselvesT This is important to ensure employees feel confident and comfortable speaking openly with their coach about any challenges and concerns they may be facing at work, so they can learn strategies to raise and deal with them effectively.

 

How to find a reputable workplace coach

When looking for an executive coach, it’s important to consider and look out for certain qualities to ensure you engage the right service provider for your employees and organisation.

One of the first things to consider is the experience of the coach, to ensure that they have worked alongside a range of employees at different levels of seniority – from those at entry-level, right up to Executive level. It is also important that they have a depth of experience in your particular industry sector, and in a broad range of workplace cultures.

Another consideration when choosing a coach is to ensure there is a sense of clarity around how the sessions will take place. As mentioned, coaching needs to be action-oriented and measurable, so that employees can move towards individual goals whilst also keeping broader organisational goals in mind. It should be a collaborative process, with no ambiguity.

It is also important to ensure there is confidentiality within the process of coaching. If the coach is reputable, they will make that very clear at the start of the sessions.

 

Whether driven by an organisational need to build a positive workplace culture, or better equip employees and leaders to manage conflict, coaching sessions can be an effective tool for your workplace.

 


Relationships Australia NSW offers professional workplace coaching sessions to our corporate clients as part of our Employee Assistance Program (EAP). To find out more about our workplace coaching service, get in touch at enquiries@ransw.org.au.

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