Coaching Leadership Values

Leadership Value There are many values of coaching i.e. it provides the time and space for leaders to learn through action, it detaches them from the day-to-day operational activities, providing them with the opportunity to view the organization from a distance which allows for clarity and insight. Coaching provide leaders with the benefits and ability to support senior managers with the sense of isolation they experience, as well as, the lack of opportunities to discuss areas of concern with others to include the ability to explore opportunities for growth, and it also provides the challenge and support managers need to develop change competencies. Leaders view coaching as one of the most essential and valuable tools for addressing these

It is pervasive in its influence of people and performance. Significant effort is often invested in creating the right culture. A pro-development culture values and encourages development. It is characterized by sponsorship and leadership support for development. To capitalize on their coaching investment, organizations must work to nurture this type of pro-development culture. The importance of a coaching culture in promoting engagement with coaching has been highlighted by a number of authors (Cox, 2012; Gormley & Van Nieuwerburgh, 2014). Anderson, Frankovelgia, and Hernez- Broome (2009) surmised that a coaching culture with more trust and openness in the organization leads to more participation and transparent organizational decision- making. Further, this survey revealed the following range of organizational benefits from having a coaching culture: 1) Employee performance, 2) Engagement and retention, 3) Collaboration and teamwork, and 4) An improved ability to execute strategy and adapt to

Further, the project revealed the turnover rate for those who received coaching decreased by 11 percent compared to over 30 percent in the general community. A coaching value study conducted at the Dominion Breweries (New Zealand) in 2006, determined the organization had a significant increase in retention in coach trained employees (Rose, Rule, & Donde, 2006). Coaching provides the foundation for increasing connections across an organization by strengthening internal networks and spreading the impact of coaching. Research revealed that employee’s performance at work is closely connected to the quality of their relationship with their direct reports and co‐workers. One can surmise that coaching increases employees overall performance through the deepening connection across this organization (Rock & Donde,