If you have been coached, you will be able to identify many benefits from the coaching relationship. The positive impact on your career could be felt in many ways; for example by creating confidence, improving performance or enhancing communication skills. By the same token, if you want an engaged workforce who will impact your bottom line, you should consider workplace coaching. This can benefit not only your employees but also the organisation as a whole.
CIPD research demonstrates that coaching is considered crucial to business strategy by 51% of companies. Where large-scale restructuring or strategic transformation is required, for example, coaching is seen as a tool for creating significant change.
Here are some of the benefits of workplace coaching, both for the organisation and the individual:
Workplace coaching can boost employee morale, retention rates and performance. This, in turn, enables organisations to remain ahead of the competition.
Better employee retention
Providing coaching support can vastly improve employee retention. Managers who coach their teams will create greater engagement. Employees will feel happier if they feel nurtured. Routine check-ins create trust on both sides and positively impact overall company performance.
Even the best employees’ performance may drop occasionally. This could stem from a lack of career direction or limited management support. In general, employees will work harder if they felt their efforts are valued. Coaching can be the key to unlock the dormant talent in your organisation and close the gaps in performance.
Impact on productivity
Improving company culture by implementing a coaching style takes time. Therefore, senior leaders must set the example in order for a coaching culture to be embedded. Coaching encourages all employees to seek feedback and take steps to improve their performance. A healthy place of work is encouraged, and issues are addressed quickly.
When leaders encourage constructive criticism, this leads to a happier workforce, and a happy workplace can increase productivity by up to 12%.
Workplace coaching will mean that the employee feels more valued. They will gain fresh perspectives, and be more likely to engage with organisational goals.
The coach helps to set realistic career goals and work towards them. This, by itself, creates a greater prospect that the goals will be achieved.
Coaching engages and encourages coachees. When someone feels engaged, they are more likely to contribute to their team’s objectives. Retention rates and productivity also improve, creating a win-win for organisation and individual.
The coach remains objective whilst also providing guidance. This means that the coachee can obtain new perspective without feeling nervous about speaking to someone within their organisation.
Deeper understanding of self
Workplace coaching doesn’t only have to be about an employee’s work skills. It also takes understanding to a deeper level. As a result, an individual can become more self-aware. They can reflect on how others see them, and work on aspects of themselves that they would like to change.
Support to enhance skills
Knowing that someone is there entirely to help achievement of goals is an important part of the coaching process. Access to support for improving skills can also be really valuable.
If you feel that your organisation could benefit from a greater focus on workplace coaching, please contact me for an introductory chat about how I can help you to achieve your goals.
It is now inarguable that the old culture of a ‘job for life’ in many professions has disappeared. In the past, you would join a Company, put in the hours and climb the ladder. But what do you do in the new, changed world to fast track your career? Not everyone wants to get there in the same way, but one thing remains the same. Most people still want to develop and advance in their career even if it is done more laterally.
You may move to another Company to step up the ladder. Or it may be that you don’t always climb in a straight line but in a more roundabout manner. The old idea of ‘paying your dues’ has been supplanted by younger generations with a reputation, deservedly or not, of wanting to advance speedily, and of being impatient for success. There is more focus on ‘growth’ these days as opposed to simply moving up the pole.
So, in this context, how can you get to the top in today’s jobs climate?
In order to achieve your full potential, every person needs a plan. Ideally, you will have a long-term career plan which includes the steps in between that you’ll need to take to achieve your goals.
Get the best training and education possible as soon as you can, as this can be the differentiation between similar skilled people who are aiming for the same role.
Use all the contacts available to you, particularly when starting out. But it doesn’t stop once you have the job – the more who know and like you, the better placed you’ll be for the future.
Stay in Control
Keep your options open. Whether you stay in one place or move around, you need to be fully responsible for your own career. This will make it more likely that you make good decisions based on your own values and needs and achieve success on your own terms.
Work harder than others. Volunteer for important projects. Become the person who contributes more.
Your attitude can be just as important as your skill levels. Your manager will appreciate a can-do attitude. If you can be show initiative, rather than just execute tasks, you are more likely to progress quickly.
Skills and Knowledge
Continue to build skills and knowledge outside the job. Grow your credibility by reading, studying or attending conferences in your sector. You will develop relationships in your sector that open up options for progression.
Understand Your Objectives
Match your efforts to the goals of the Company and your manager’s priorities. Do all that you can to progress your boss’ targets. When you serve them well, they are more likely to give you more responsibility and opportunities to grow.
Operate at a Higher Level
Operate as though you are in a higher role without neglecting your current duties. Show that you have the confidence and potential to be promoted and to lead. Watch those in higher positions and learn to model their better behaviours.
If you are seen as a team player and can work well with others, this will definitely help your career. The ability to influence people is a skill needed more and more as you move up in any organisation.
Show appreciation for opportunities provided or guidance given by senior leaders. It will catch their attention, leave a positive impression and keep you on their radar.
If you are trying to decide the best way forward in your own career, please contact me for an introductory chat about how I can help you to achieve your goals.
What will the post-COVID world look like for you and your business? Are you going back to business as usual or is it time for a major rethink about your growth, your markets and, above all, your people? Do any or all of the following questions apply to you:
- Are you thinking of reorganising your workforce?
- Do you need to diversify and recruit new skills?
- What is going to be the future purpose of your business?
- How are you going to survive?
My coaching expertise combined with multiple-sector strategic and operational HR experience can help you to address the many uncertainties that will be faced by business in the coming months and years. From organisational restructure to redundancy outplacement, from career and interview management to coaching executives, managers and teams; my personal toolkit can help you to re-imagine your business for the new environment.
The HR profession is at the forefront of helping organisations to change and respond to the COVID-19 crisis. At the same time, it is having to adapt to new circumstances and different ways of working itself.
Utilise my experience so that you can make the critical decisions about your workforce.
It is likely that we are all going to be facing a long period of disruption. This will be a definitive test of your own business’ agility and ability to support its people. Employers need to look at how they can protect the health, safety and wellbeing of their staff, and minimise risks both to people and business continuity.
Nervous about contracting or transmitting the virus. Isolated from others for periods of time. You will need to prove you are on employees’ side. Therefore, strong and consistent communication to staff will be important in this environment. You need managers and systems to support employee’s wellbeing both in the workplace and if working from home.
Flexible working practices may become even more of a norm, and technology being used will need to be fit for purpose. Long-term survival may depend in putting people at the heart of all your decisions. These decisions need to be swift as well as agile to changing circumstances.
I can help you to make the right calls in demanding situations and to positively support you and your people.
You may have individuals who have gone above and beyond during this crisis? Would structured coaching help to identify how you can utilise them in the future for the benefit of your business?
You may have individuals who have not stepped up during the crisis? Would coaching get them back on track or is HR guidance required about how best to address their performance?
Your revenue may have fallen and you need to make some hard decisions about the future of your business. Would an experienced and practical HR voice be vital to help you through these testing times?
If these type of scenarios apply to you, please contact me if you feel that you could benefit from guidance to seize the opportunities and face down the threats that most of business is currently facing.
Businesses have faced major issues over the last couple of months of the Coronavirus lockdown – minimising their cost base, paying their employees, just making sure they survive. Pretty soon, the next challenge will become how prepared you are as the business landscape opens up again but still with restrictions in place.
Whatever your own circumstances, here are some tips to help your preparedness as lockdown gradually eases:
Now is a good time to make sure you have a good understanding of your budgets and projected workflow at least for the rest of this year.
It’s hard to second guess the Government, but try to think about potential scenarios, and factor those in your plans.
Many businesses may need to consider a loan to get back on their feet, Government-sponsored or otherwise. If this is the case for you, make sure you are clear on the terms, and utilise your accountant.
Things to consider:
- Can you cut costs without compromising your business offer?
- Do you need to review your suppliers, insurance, rent arrangements etc.? Can you negotiate new terms?
- Are you on top of your invoicing? Follow up any outstanding payments and complete any new job quotes.
Everyone has been affected by COVID-19, either financially or personally. It is therefore important to take a softly-softly approach with your staff. Show patience and kindness. Take an interest in their personal situations – this may just mean that they will put in that extra bit of effort for you.
Let them know what the next steps for the business are going to be, As always, they will be key to your success in the future so treat them like adults.
Things to consider:
- Will your employees have challenges that may restrict them from returning to work?
- Is there an opportunity to contact others who have been let go by their employers? On the flip side, do you need to help some of your staff find work elsewhere if your order book has reduced?
- Is this a chance to review your team? Some may be showing clear leadership potential during this crisis whilst others have become more unreliable. What does this mean for your future staffing?
3. Health and Safety
It is imperative that you operate your business within the Government guidelines, as these fluctuate in the coming months. The health and safety of your employees and clients should be at the forefront of your thinking as lockdown changes, and you must clearly demonstrate leadership.
Be clear how the Government requirements apply to your operating environment. Importantly, communicate to staff why it is important to abide by these
Things to consider:
- Do you need to source PPE (Personal Protection Equipment) for you employees to make their environment safe?
- What hygiene measures do you have in place, such as hand sanitiser?
- Is it feasible to maintain social distancing? If not, what measures are you putting in place to mitigate this? Working from home, for example, is clear mitigation.
- If staff don’t feel safe coming back to work, what are your contingency arrangements?
- Do you need to create a risk plan that shows how you plan to keep customers and staff safe? If you put this on your website, this will give all stakeholders confidence that you have Health and Safety front and centre.
When you pick up the baton with customers again, be conscious that they will also have found the lockdown a challenge.
If you haven’t already done so, let them know that you are ready and prepared to get going. Be sure to inform them that you will be following Health and Safety guidance. This will give them confidence in your preparedness.
Things to consider:
- Is there now an opportunity to review your client base?
- Are there options to diversify your client base or even your market more generally?
5. New Thinking
Big changes have occurred for many businesses as a result of COVID-19. Do you just return to exactly as before? Or is now the time for new thinking?
The best thing to do would be to keep an open mind. Take your time to think where new opportunities might arise.
Things to consider:
- Should you continue to update your processes?
- What new technology might help your business going forward? Zoom etc.
- How do you keep alive the team camaraderie that was stimulated by those enforced meetings on Zoom?
Many people are facing the same challenges. So, be sure to keep in touch with your networks, mentors and coaches. Solutions may occur more readily from a collective thought process.
There are going to be long-term effects from the pandemic for many businesses. Some may need to close, for example. Even in these cases, in the long run, it may give rise to new and exciting innovation.
Being prepared as the lockdown winds down will be essential to remaining positive and identifying new opportunities. You may also be able to ditch what did not work well before. If you view it as a new start, this positive thinking will help you to confront the challenge ahead.
Please contact me if you feel that you could benefit from reviewing how you are going to tackle the opportunities and threats that face us all.