Once a practice regarded as remedial for the most disruptive and problematic of employees, executive coaching has morphed into a resource for the most talented, apt and capable on a company’s lineup.
If you were looking at executive coaching ten years ago, the landscape for the practice - as well as it’s targeted clients - was drastically different from where it stands today. Coaching was once utilized for problematic or toxic employees that lacked potential or motivation. Employees that exhibited the opposite character - those that were smart, driven, enthusiastic - were ignored by the practice and were, by no means, the targeted client. This has changed. Completely. Those involved in the industry realized that coaching was not best utilized as a reactive technique. Coaching is best used, instead, as a proactive practice. By recognizing talent and giving that talent the resource of a good executive coach, coaching is a method for developing potential, building awareness, setting goals and gathering feedback. Being targeted by an executive coach signals that you are a valued employee or asset that is worthy of even further development and resources.
So who is using coaches for their team? Sure – it sounds great on paper, but what companies are putting this into practice?
Well, you might recognize some of the names. According to a study by The Hay Group, over 50% of Fortune 500 companies are providing coaches as resources to their best and brightest workers. These companies include Microsoft, Boeing, Heinz, Nike and Goldman Sachs, to name a few. These companies have realized that coaches truly increase their employees’ satisfaction. Of course this helps team morale, but it also increases the company’s bottom line.
Would your company benefit from coaching? What could it do for your day-to-day, or your company’s overall goals?