Career Coaching in Business – ensuring it’s worth the investment
We all know that the primary reason people leave organisations is not the organisation itself, but the people they report to – either because the person has positively shown an interest in their career and have helped encourage their next step, or are operating in such a way as the person needs to get away!
In the fast-paced landscape of modern organisations, retaining key contributors at all levels is crucial for long-term success and succession. One powerful strategy that organisations can employ is 1-1 development that integrates career development questions.
Individual or personal development plans (IDP – PDP) not only foster employee growth but also significantly enhance job satisfaction, employability and loyalty, reducing turnover rates and helping individuals develop for the future. It’s not a replacement for line support and engagement but it brings something different, and alongside retaining people, it is the single most valued mechanism for individual development.
Compared to many stories from managers and leaders I work with, I was fortunate to have experienced in my first three leader roles in the probation service, third sector and business to know first hand how transformative it was to receive the encouragement and development that focused on me as a whole person, not just my professional skills and job future. These experiences underscored six key benefits of providing current and future leaders with such a holistic approach, which can be a game-changer for organisations aiming to help retain and perhaps more importantly develop their best employees into roles for the future.
1. Mutual alignment:
When my coach helped me align my personal values with my professional goals, I felt a surge in motivation and clarity. This alignment translated into improved performance, as I was no longer just focussed on the objectives often set by others, but also for my personal growth, purpose and fulfilment. It has also help me understand what I really value at each stage of my working life.
2. Increased Engagement:
Whole Person development addresses both professional and personal challenges, making people feel genuinely cared for. This was evident in my case; knowing that my coach was invested in my overall well-being boosted my engagement and commitment to my role. I wasn’t just a cog in the machine; I was a valued individual, and I could bring my values to work.
3. Better Work-Life Integration:
My coaches and mentors emphasised the importance of integration, helping me work with the risks of distress and avoid burnout. This approach not only improved my productivity also my quality of life. I found that I was able to bring my best self to all I did because I wasn’t exhausted or overwhelmed, or when I was it was as a result of decisions I had made – and subsequently learned from!
4. Strengthened Commitment:
Feeling valued and supported on a personal level fostered deeper commitment, and helped me understand what had meaning for me. My experience with, what is termed today, whole person coaching, helped me to commit to what was important for the long-term and stay with the organisation that helped me make it a reality. I felt a strong connection to purpose, and out of being able to co-create with others, I cared more about what I was doing, what we are doing.
5. Facing Purpose in the Context of Planetary Crises
Whether it considering with a 1-1 developer, how I cultivate ‘islands of sanity’ to allow me to do what calls me without needing the hope of ‘changing the world, finding organisational opportunities to meet my need to ‘doing the right thing’, or to explore ways to sustain a side hustle that leaves me being a good ancestor for future generations – support to help me work through these questions can be transformational and deeply motivating.
6. Personal and Professional Growth:
Lastly, holistic approaches that encourages me to look at what I value, what I really want, and what the world needs, fosters deeper development, it helps liberate my intrinsic desire to learn and grow. My 1-1 relationships have helped me develop not only essential skills but also human relations and leadership abilities, they have helped me consider multiple options and make opportunities as well as taking them. This development, whilst as challenging as it was supportive, was incredibly empowering, equipping me to take on new challenges and potentials with a gentle confidence.
Ensuring Effective Coaching Investment in an Organisation’s Future
Deciding whether to invest in integrated career coaching and 1-1 executive development is a significant decision for organisational leaders. With between 100 and 200 leaders coming to Oasis every year we understand many of the questions organisational leaders ask of themselves before making an investment of time and money.
The top three are:
1. How Will Career Coaching Align with Our Strategic Goals?
Organisational leaders need to evaluate how coaching will support their broader strategic objectives. It’s essential to have responses to:
· The extent to which coaching will help us bridge skill gaps critical to our future success?
· How coaching can foster innovation and improve our competitive and collaborative edge?
· How will it support our succession planning and leadership development initiatives?
· How will it help us retain key leaders and/or help us encourage new leaders to learn into a new role?
Coaching equips our people with the strategic skills and leadership capabilities that are essential for navigating the complexities of our industry – coaching helps us learn how to learn.
2. What is the Potential Return on Investment (ROI)?
In considering the tangible and intangible benefits of coaching, it is important to ask:
· How will improved employee performance and engagement positively impact our critical success factors and prosperity?
· What are the costs associated with high turnover, and can coaching reduce these?
· How will enhanced leadership capabilities and employee satisfaction contribute to long-term organisational stability and growth?
Improving performance and engagement directly boosts productivity, leading to better outcomes all round. We’ve found coaching also reduces turnover rates, which is crucial given the high costs associated with recruiting and developing new people.
3. How Will Coaching Enhance Our Organisational Culture?
Reflect on how coaching can shape and improve the work environment by asking:
· To what extent will coaching help create a culture of continuous learning and development?
· How can it foster stronger relationships and communication within teams?
· How will it enhance employee well-being and job satisfaction, contributing to a positive and supportive workplace culture?
· How does the very offer of coaching and confidential 1-1 development fit with the culture we want to nurture?
Executive Development creates an environment where employees feel valued and supported, leading to higher job satisfaction and well-being.
When you’re considering whether to invest as an organisation in coaching and 1-1 executive development we’ve learned from our clients that the above questions are a good starting point. We are happy to share what has worked well and less well to support you on your search for better ways of doing your best work.
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