The Critical Role of Coaching Skills in Modern Organisations

The Critical Role of Coaching Skills in Modern Organisations

A recent article published by ILM focused on the perennial issues of talent management and leadership development in organisations, especially in the post Covid era.

The value of developing  coaching skills in employees at all levels has become a powerful means to develop talent, enhance leadership capabilities and enable the organisation and the individual to achieve growth. However, the effectiveness of talent management practices is still often questioned, which highlights the need for a deeper understanding of the role of coaching in this context.

If you want to learn more check out the webinar recording and slides from the Coaching webinar with Dr Karine Mangion-Thornley, a senior lecturer in Organisation Studies at UWE. >ILM Coaching & Talent Management webinar

You can also read the accompanying research paper ‘Coaching in the context of talent management: an ambivalent practice’ that was published in the International Journal of Evidence Based Coaching and Mentoring >Research paper

You can also read more on the ILM website >Coaching as talent management practice

Here are some quick highlights from the webinar and research paper

What’s the value for the organisation?

Leadership development: Coaching helps broaden the leadership repertoire of managers, moving away from command-and-control approaches towards more collaborative and empowering styles.

Talent retention: By investing in coaching, organisations can demonstrate their commitment to employee development, potentially improving retention rates among high-potential staff.

Performance enhancement: Coaching can lead to improved performance, not just for the individual receiving coaching but for their teams and the organisation as a whole.

Cultural transformation: As coaching skills permeate an organisation; they can drive a culture of continuous learning and development.

Succession planning: Coaching plays a crucial role in preparing the next generation of leaders, creating a pipeline of talent ready to step into key roles.

What’s the value for individuals?

Career progression: While not guaranteed, coaching often serves as a catalyst for career advancement, helping individuals navigate their career paths more effectively.

Skills development: Coaching provides a platform for developing not just technical skills but also crucial soft skills like communication, emotional intelligence, and strategic thinking.

Increased self-awareness: Through coaching, individuals gain deeper insights into their strengths, weaknesses, and potential areas for growth.

Networking opportunities: Talent coaching often involves exposure to senior leaders, expanding the employee’s professional network.

Enhanced job satisfaction: The personalised attention and development opportunities provided by coaching can lead to greater job satisfaction and engagement.

What are the challenges faced by individuals and organisations?

Ethical considerations: The dual role of internal coaches (often HR managers or senior executives) can create potential conflicts of interest.

Transparency: Clear communication about talent status and the role of coaching is crucial to maintain trust and perceived organisational justice.

Scalability: Ensuring consistent coaching quality across large organisations, especially multinational ones can present challenges.

Measurement: Even though the impact of coaching is widely recognised, quantifying the return on investment remains difficult.

What could the future of coaching in organisations look like?

Digital coaching: The rise of digital platforms is making coaching more accessible and scalable.

AI integration: Artificial intelligence is beginning to play a role in coaching, from scheduling to providing initial assessments.

Democratisation of coaching: Organisations are exploring ways to extend coaching beyond just top talent to a broader employee base.

Focus on well-being: Coaching is increasingly working to address overall employee well-being as well as performance.

Want to find out more about improve your coaching and mentoring skills?

For team leaders and supervisors, Level 3 Award or Certificate in Coaching

For middle managers, Level 5 Certificate or Diploma in Effective Coaching & Mentoring

For senior managers and Directors, Level 7 Certificate or Diploma for Executive & Senior Level Coaches & Mentors