Coaching for Improved Business Results
Throughout our 25-year history, TRG has provided individual coaching as part of the range of training and organizational development consulting services we offer to our clients. During most of this time, the term "coaching" wasn't commonly used, and much of this activity fell in the categories of "individual consultation," " feedback sessions," or simply "conversations over dinner." However, we have long recognized that individual support for key leaders in an organization can have a significant impact in the achievement of business results.
In recent years, coaching has become recognized as a focused, discrete service that can lead to improvements in individual and organizational performance. Much has been written on successful approaches to coaching, and there are now consultants and firms that specialize in executive coaching services. Our clients now routinely ask us to include executive coaching as part of broader organizational development efforts.
Guidelines for Effective Coaching
As we have developed and refined our approach to coaching, we have identified several principles that can contribute to a successful coaching experience.
- A great deal of thought should go into identifying who should participate in an organization-sponsored coaching program. Coaching should never be used as a way of documenting poor performance or easing someone out. In fact, the greatest impact is achieved by working with good performers and helping them get to the next level. Coaching should be about the future, and laying the groundwork for the organization's long-term success.
- Coaching participants should enter into the program on a volunteer basis, in full awareness that there are aspects of their performance that can be improved. They should also be willing and ready to make a commitment to change.
- It is important that information regarding current performance be gathered in an objective way, either through direct observation or confidential interviews or surveys with colleagues, supervisors, and/or direct reports.
- The organization should be committed to supporting the individual and provide opportunities for the use of new skills and approaches that may result from the program.
- The coaching relationship should be guided by a "contract" which identifies issues such as performance objectives, frequency and method of interaction, approach to monitoring and evaluation, and the duration of the coaching period. In our experience, the specifics of these arrangements will vary significantly depending on the needs of the individual and the organizations.
Why Coaching?
The increase in the use of executive coaching is largely due to the wide range of issues and challenges faced by today's business leaders: advances in technology, tough competition, rapidly evolving business models, increasingly difficult personnel and team management concerns, and the constant pressure to produce all contribute to a highly stressful and challenging work environment. Skillful coaching can help leaders grapple with these issues in real time and from informed perspective. At the same time, coaching helps leaders to see past the immediate crises, and stay focused on those issues which will have the greatest impact in their own and their organization's success. In addition, despite swings in the economy, the competition for high performing and high potential manager is great, and many organizations use coaching as a means of improving retention of these key employees.
An Organizational Approach to Coaching
With coaching, as in al our work, TRG puts a great deal of emphasis on understanding what is going on within the organization. We feel this is particularly important so that the support is not exclusively tied to the issues and preferences of the individual and coach, but is in direct service of the organization's mission, vision, values, and business goals. In coaching, we don't begin by asking "what do you want to learn?" or "what do you need help on?" Instead, we are more interested in finding out "how does your work contribute to your organization's business results?" "What are you accountable for, and what barriers do you fact to getting that done?
The impact of coaching is also magnified when it is provided in the context of other organizational development and training services. For example, a very common outcome of a strategic visioning process is the realization that leaders need to change their performance if the organization is to achieve its newly articulate goals. In this context, individual coaching can help leaders adopt new behaviors, and stay at the forefront of change for the entire organization. In the same way, coaching is particularly effective as a component of formal management and leadership development programs. Individual support can help managers take what has been learned in a training situation and effectively apply it to their real work setting.
As a firm with over twenty full-time organizational development professionals, we are able to provide a consistent approach to coaching for large numbers of participants in a single organization. This capacity allows us to have a significant impact in both individual performance and long term business results.
Examples of Our Experience |
U.S. Government |
|
TRG is currently implementing a pilot executive coaching program for a large, globally focused U.S. government organization. The program is one of a series of activities aimed at strengthening the organization's management and leadership capability and improving the retention of key staff. The program includes an initial 360-degree performance survey, the development of an action plan to guide the work of the participant and coach, on-going coaching over a six month period, and a follow-up survey regarding performance. While the program is still in its early stage, initial feedback has been positive. One participant recently stated, "This coaching project has really had a major impact on me and I'm so glad that we still have more time together. The self awareness that you are helping me understand is incredibly valuable." |
For over a year, TRG has provided coaching support as part of a web-based 360-degree assessment program for a headquarters division of a large multilateral organization. Participants in this program included mid-level and senior managers from countries throughout the world. The goal of the effort was to develop a program i which managers could receive individual feedback and support on behaviors that have direct relation to the successful achievement of the organization's mission and principles. TRG assisted in the design and implementation of the survey, and conducted extensive briefings with both participants and respondents. In addition, TRG provided individual coaching for the managers to help them understand and interpret the information in the feedback report. The managers and leaders in this organization deal with issues of global importance on a daily basis. For many, this had been the first time they have received direct feedback on their performance in the context of the organization's mission and principles. Also, with the coaching support, they are now able to set practical, attainable goals and plans for how they can do their jobs better, and together help the organization achieve its mission. |
Scientific/Technical Consulting Firm |
TRG is currently providing organizational development services for a large division of a scientific and technical consulting firm. The work of the division had grown significantly, leading to a 300% increase in staff. Such growth brought with it the need to do business differently, including new ways of communicating, decision making, and managing performance. TRG facilitated a participatory process to help staff develop a vision and clearer understanding of the changes needed in order to work successfully as a larger, multi-faceted organization. TRG then provided a range of services to support the implementation of the vision, including training, teambuilding, and conflict management services. As part of this effort, TRG is also providing coaching from a fully informed perspective, including an understanding of key business drivers, staff and personnel issues, and other challenges leadership is facing. The division has already made significant progress in implementing its vision and values, and is strengthening its position for long-term growth and success.