1. They are not trained as coaches. They don’t have the skills and so lack confidence in their ability to coach.
  2. They don’t want to make a mistake and get it wrong.
  3. They don’t have time; their daily schedule is already full to capacity.
  4. They don’t have the budget; there’s no allocation in the training budget that they can access.
  5. They don’t know how to evaluate the success of a coaching program. What’s the value for money?

All these are valid reasons for not even starting out on the journey to coach your employees. However, when you look deeper, these barriers have been overcome by many organisations. Let me tell you how:

  1. It starts at the top. Senior management makes a decision to focus on coaching throughout the organisation because they have heard about the enormous benefits that coaching delivers, benefits like:
  • Organisations with a strong coaching culture have higher employee engagement (60% of employees rated as highly engaged compared with 48% of all other organizations).
  • Organisations with a strong coaching culture report higher revenue growth (63% report being above their industry peer group in 2014 revenue compared with 45% of all other organizations).
  • Over 60% of organizations report higher engagement levels for high-potentials with access to any of the three ways of coaching – by internal coaches, external coaches or line managers as coaches.(ICF survey, 2015)
  1. A strategy is put in place, aligned with the business imperatives, and a budget is allocated to establish the requite systems, procedures and training necessary to ensure a successful start to the program, with recurrent funding dependent on the evaluation of the program.
  2.  The coaching program is monitored and evaluated by a senior manager who works with an operational coach (either internal or external) to record and report on program outcomes. Evaluation measures may include ROI (but typically not); more frequent measures include employee feedback (58%), coach feedback (42%) and performance appraisals (32%) (ICF, 2015).