The Importance of Coaching and Mentoring in 2022 - Get the Most from Coaching: Part One - Organizations

How do you get the most from coaching in your organization?

In an earlier post in this series, Coaching and Mentoring in 2022, I wrote that effective coaching is not about simply setting goals, rah-rah, and imposing change. As professor and author Richard Boyatzis tells Harvard Business Review, coaching is not about “fixing someone.” Effective coaching is a collaboration in a developmental process. Effective coaching requires a qualified coach, a coachable client, a committed sponsor when applicable, and sufficient preparation and planning. A customized coaching plan within an overall structured coaching program is critical. Examples: a Leadership Coaching Program or my signature program, THRIVE at Work After Cancer, for women entrepreneurs and executives.

Setting Expectations for Coaching within the Organization

When the topic of coaching programs comes up with organizational leaders, I review the following questions to ensure that both the individuals being coached and the organization are set up to get the best value from coaching:  

1. Is the organization committed to coaching as a process, rather than as an event, or a flavour-of-the-month business initiative, or worse a “check-the-box” compliance initiative?
2. Do managers and supervisors understand the concept of coaching (vs consulting) and are they committed to the coaching process?
   • When I am consulting, I tell my clients what they need. When I am coaching, I ask my clients what they need.
   • While both consulting and coaching can be part of the contract, we all need to know the difference and recognize when one or the other is more appropriate.
3. What types of changes are desired, needed, and/or expected?
4. Are there internal measurements to track progress and effectiveness of achieved success?
5. What benchmarks/baselines/waypoints are used to measure change and success?
   • such as initial assessments - EQi-2.0, DISC, 3D Management Style
6. Is one of the measurements “perceived improvement” as viewed by those who work with coached individuals on a frequent basis?
   • such as an EQ360 assessment
7. Do you have a control group to compare and assess the effectiveness and impact of changes?
8. Are you using the appropriate period of time to achieve sustainable results?
   • In my experience, a 90-day coaching program signals a “quick-fix” intervention.
   • For significant and sustainable change, effective programs need at least 18 to 24 months.
   • Some larger culture initiatives require ongoing programs that evolve with new insight and perhaps legislation changes.
9. Are you considering indirect measures?
   • Coaching impacts other initiatives such as client retention, NPS, employee job satisfaction, employee retention, reduced turnover, and yes, “Good Profit”.
10. Are you measuring the coach’s performance on impact and results or on number of hours the coach “clocks in”?
    • If it's the latter, the experience will be merely transactional and disappointing.
11. Based on everything that you know about the individuals and the organizational culture, is there a reasonable probability for change?
    • Is the individual coachable?
    • Is the organization coachable?
    • There is the possibility that the individuals and/or the organization are not ready for change NOW. There may be need for preparation and small steps to get “buy-in” on the initiative and the process.

“Buy-in: acceptance of and willingness to actively support and participate in a new initiative, plan, policy, or process.” 

Most importantly, in order to get more value from coaching, the organization needs to continually appreciate that coaching is an investment and that the expectation for a return on that investment of time, money, and effort is appropriate. One final note:

Double your level of willingness: Be ready to commit to “great” things. Mediocrity is not an option. As an experienced organization coach, I will ask more of you and your organization. I will ask you to be willing to experiment with fresh approaches and be open to redesign the parts of the organization's culture that is necessary, particularly at this critical time in our history. 

Coaching is a developmental process. As the individuals within the organization evolve, they will think differently. Individuals will experience moments of self-awareness. A more accurate and expanded vision of the organization, its culture, and its place in the world will emerge to replace outdated beliefs and assumptions. The organization and the people who contribute to the culture will accomplish more of what is most important with less effort and a higher sense of leadership and well-being. 

My next post will address how to maximize your investment in coaching as an individual for personal and professional leadership and well-being. 

You can reach me on LinkedIn. Or click to Get in Touch.

• Learn more about emotional intelligence leadership by subscribing for updates and downloading the EQ Worksheet.
• Check out the THRIVE in Work and Life^TM programs.
• Check out the online mini-course Your Building Blocks to Emotional Well-Being and Resilience.
• Feature Video: The Secret to Creating a Sustainable Business Foundation - Best Practices For Female Entrepreneurs

Related Blogs:

Coaching and Mentoring in 2022 Series