The most successful coaching efforts coincide with the goals of the organization. Below are some of the reasons which leaders may want to join in a coaching program:
Skills Enhancement: Coaching enables experienced, highly competent leaders to pass their co-creation and presence abilities on to others who need to acquire specified and inner perspectives.
Leadership and Management Development: Coaching encourages the development of leadership competencies. These competencies are often gained easier through awareness, clarifications and guided practice than solely by education and training.
Organizational Development and Culture Change: Coaching can help communicate the values, vision and mission of the organization; a one-to-one coaching relationship facilitates employees understand the organizational culture and make the changes as deemed necessary.
Onboarding: Coaching helps new recruits, trainees or graduates settle into the organization.
Professional Identity: When younger employees are in their early careers, they need help in order to understand what it means to be a professional in their working environment. Professionals embody the values of the profession and they are self-initiating and self-regulating. Coaches play a key role in adapting professional and thriving behavior for new employees.
Recruitment: Coaching can enhance recruitment goals by offering additional incentives to prospective employees.
Remediation: Coaching can help remediate and motivate poor performers.
Retention: Coaching provides an encouraging environment through ongoing interactions, teaching and role modeling that facilitates progress within the organization; coaching is found to influence employee retention because it helps establish an organizational culture that is attractive to the top talent clamoring for growth opportunities. Coaching is a tangible way to show employees that they are valued and that the company’s future includes them. Employee branding efforts are empowered by the coaching process.