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The concept of coaching dates back to the 1800s. There are now many definitions of coaching, but the coaching definition that CoachHub uses is one used by Grant (2003). Grant describes coaching as a result-oriented, systematic process in which the coach facilitates the enhancement of life experience and goal-attainment in the personal/ professional life of non-clinical clients.
The power of coaching has been recognised worldwide and is no longer a short-term tool for senior leadership. As former Google CEO Eric Schmidt put it “Everybody needs a coach. One thing that people are never good at is seeing themselves as others see them. A coach really, really helps.” Bill Gates also stated “Everyone needs a coach, whether we are a CEO, leader, teacher, basketball player or bridge player, we all need people who will help us reach our goals and give us feedback.” At CoachHub, we unleash the full potential of your entire workforce by democratizing coaching for employees at all levels.
There are many benefits of coaching, but we will list the key benefits coaching has for an organisation:
most common use case for coaching is leadership development, particularly coaching the soft skills leaders require today. In fact, 77% of top managers report soft skills as the biggest weakness despite training, whereas 85% of top managers who receive coaching, perform better than their peers in soft skills (Accenture, 2019; Ashridge Executive Education, 2019).
The most frequently cited activities for change management are classroom training, e-learning and face time with senior leaders. However, coaching activities are rated as the most helpful in achieving the goals of change management initiatives (Human Capital Institute & IOC, 2018). Furthermore, using coaching to lead an agile culture is correlated with greater confidence in employees’ capabilities in planning and executing change.
Career development is increasingly cited as one of the top reasons why employees leave an organization (Work Institute, 2019,) In fact a CareerAddict (2020) study found that 82% of employees would leave their company due to lack of career development. Career development is particularly important for the younger generations. By offering a personalised coaching experience, a company will attract much more talent.
O’Reilly et al. (2014) actually found that employees who are ignored and neglected in the workplace are more likely to quit their jobs. In particular, when employees are not given clear guidance for skills or career development, they are far more likely to become disengaged and leave the company (Business2Community, 2020).Thus, engaging employees through methods such as coaching, is fundamental for strengthening retention.
Regular coaching sessions with a top business coach.
Enhance sessions by choosing from an extensive library of micro-learnings to complete between sessions.
Chat with your coach 24/7 in-app.
What is the difference between mentoring and coaching?
Coaching facilitates a process where one is encouraged to self-reflect, to change one’s perspective and is guided into finding solutions themselves, whereas mentoring is a process whereby a mentor shares their own experiences to help another person in the career, supporting them with advice and may also offer some forms of coaching.
What is a coaching pool?
A coaching pool is a number of selected coaches available for coachees. At CoachHub, our coaching pool consists of 800+ certified coaches, speaking 30+ different languages across 6 different continents. Coaching is therefore available for anyone, from any different timezone.
How do you measure the effectiveness of coaching?
Coaching satisfaction, perceived learning, self reflection, insight and goal attainment are the key elements of reporting coaching effectiveness. The coachees’ perception of the coaching effectiveness is the greatest predictor of the impact of coaching (De Haan, Duckworth, Birch, & Jones, 2012).
What is the ROI of coaching?
The Institute of Coaching reports that 86% of companies report a positive ROI from coaching, including areas such as productivity, performance, workforce engagement, retention and communication. When it comes to goal attainment, coaching also prevails. Only 15% of employees report an increase of performance through classroom training, whereas 88% report an increase of goal attainment through CoachHub coaching (McKinsey, 2018; CoachHub, 2019). Perhaps most importantly, coaching comes on top when we look at the sustainability and ROI of training programmes. 90% of employees forget content after classroom training 14 days (Ebbinghausen Forgetting Curve) compared to a 400% increase when training and development is combined with coaching.
Rosie is a behavioural scientist at CoachHub, where she applies insights from positive psychology, neuroscience and behavioural science directly into digital coaching programmes and an approach that drives individual and organisational transformation. She works as part of the in-house research and development team, the Coaching Lab, and contributes to the advancement of the science of coaching and behaviour change; in addition to working both internally with in-house researchers and with world-class external academic teams to design and execute groundbreaking studies.
Rosie Evans Behavioural Scientist at CoachHub
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