Why Leadership Coaching is a Must for Organisations

Remember the old leadership style of command and control? Where leaders were expected to tell people what to do, have all the answers, closely adhering to the  all-knowing superhero archetype?

This leadership worldview is outdated.  This definition of a great leader is not true today.

We are in era where adapting our mindset and skillset is as necessary as donning on an oxygen mask to climb Kilimanjaro.

This means:

More coaching,

More collaborating,

More influencing, and;

Less hierarchy,

Less controlling,

Less directing.

But you don’t have to take my word for it. A comprehensive study conducted to date on the effects of an organisation adopting a ‘coaching culture’ showed some startling results.

Coaching led to:

• a 10 to 20% increase in employee satisfaction

• a 12% increase in customer satisfaction

• a 50% improvement in employee communication, collaboration, conflict management, and coaching

• Nearly three times the normal business impact on bottom line.*

And this is against a backdrop results from a recent UK study which showed:

• 50% of people would fire their bosses if they could

• 45% drop in profitability in poorly managed teams

• 40% of employees aged 25-34 and 44% of employees 24 or younger are considering leaving their employers

• 53% of organisations are facing talent shortages

Pretty concerning statistics. But also enlightening.

It makes sense from a financial as well as altruistic and selfish perspective to become a better coach as a leader. See here and here for starters.

Coaching is not an addition to a leader’s job, it’s an integral part of it.

*2010, Genentech employed The Advantage Performance Group