What is Organisational Coaching?

Organisational coaching is a professional development process aimed at enhancing the effectiveness of individuals and teams within a business or organisation. It focuses on achieving specific organisational goals, improving performance, and fostering a positive work environment.

The Coaching Process:

1. Assessment: Initial assessment of the organisation, teams, and individuals to identify strengths, weaknesses, and areas for development. This may involve tools such as 360-degree feedback, personality assessments, and performance reviews.

2. Goal Setting: Setting clear, measurable goals that align with both individual aspirations and organisational objectives. Goals might be related to improving specific skills, achieving business targets, or fostering a particular organisational culture.

3. Action Planning: Developing actionable plans to achieve set goals. This involves outlining specific steps, resources needed, and timelines.

4. Coaching Sessions: Regular one-on-one or group coaching sessions where coaches work with individuals or teams to provide guidance, feedback, and support. These sessions are typically interactive and focused on practical application.

5. Feedback and Adjustment: Ongoing feedback and evaluation to monitor progress, address challenges, and adjust strategies as needed. This ensures that coaching remains effective and aligned with goals.

6. Follow-Up: Ensuring sustainable development by reviewing progress after the coaching engagement ends and providing resources or support for continued growth.

Techniques and Approaches

1. Transformational Coaching: Focuses on personal growth and development, aiming to shift mindsets and behaviors to align with organisational goals.

2. Behavioral Coaching: Concentrates on changing specific behaviors that impact performance and effectiveness.

3. Executive Coaching: Targets senior leaders, helping them enhance their leadership capabilities, strategic thinking, and decision-making skills.

4. Team Coaching: Engages entire teams to improve their collective performance, communication, and collaboration.

Benefits

1. Improved Performance: Enhanced individual and team performance through targeted development.

2. Increased Engagement: Higher levels of employee engagement and job satisfaction.

3. Better Leadership: Stronger, more effective leadership at all levels of the organisation.

4. Enhanced Collaboration: Improved teamwork and collaboration within and across teams.

5. Adaptability: Greater ability to navigate and thrive during organisational changes.

Organisational coaching is a strategic tool that helps businesses enhance their workforce's capabilities and achieve their goals. By focusing on individual and team development, it promotes a culture of continuous improvement and adaptability, essential for long-term success in today’s dynamic business environment.

Evidence-Based Coaching

Organisational coaches typically have backgrounds in business, psychology, or human resources and hold certifications and memberships from recognised coaching organisations such as the International Coach Federation (ICF) or the European Coaching and Mentoring Council (ECMC). They bring expertise in coaching methodologies, organisational behaviour, and leadership development.

The title "coach" is not a regulated title and anyone can call themselves a coach, however it is a discipline of practice and the most effective practices are scientific, or evidence-based. Coaching psychology is a discipline of applied psychology, linked to positive psychology and performance psychology. This is different to Clinical Psychology, and is more aligned with Organisational and Sports Psychology.

Psychologists who work in coaching psychology have gone through rigorous nationally accredited training to be registered. This includes a minimum of 4 years of university training plus an additional 2 years of professional training under a combination of postgraduate training and supervised practice. An important part of this training is in a scientist-practitioner model. There is not one course, or one article, or one quote that is effective in creating behaviour change. There are many, and the art of psychology and coaching, is knowing which out of many scientific approaches or supported theoretical models will work best with the individual, team or organisation they are assisting. Only graduates of university programs have developed these skills, as it is a requirement of satisfactorily completing their studies.

Coaching methodologies should involve testing, before, during and after an intervention, and the coaching process should have a clear start and end date. Organisational coaching should be purpose driven and goal-oriented, to ensure coach, coachees and organisations maintain focus.

To find out more about our coaching services contact us at our head office or email us.