A recent study by the International Coach Federation reported that organisations with a strong coaching culture have higher employee engagement (60% of employees rated as highly engaged compared with 48% of all other organizations) (ICF, 2015).
Organisations with a strong coaching culture value coaching. Their senior executives value coaching and receive coaching themselves. Their managers as leaders coach their direct reports on a weekly basis, spending 19% of their time on coaching. Organisations with designated internal coaches do the same. Managers/leaders who coach (and their designated internal coaches) received accredited coach training because there is a line item in the budget for coach training as part of the organisation’s commitment to coaching as a distinct leadership development activity. Moreover, all employees in the organisation have an equal opportunity to receive coaching from either their line manager / leader or a dedicated internal coach. Evidence is emerging as to the value of providing coaching to entry-level employees since they interface directly with clients and are the front line when it comes to customer relations.
If you would like your organisation to achieve higher levels of employee engagement, consider adding coaching as a line item in your next budget so as to demonstrate your organisation’s commitment to developing a coaching culture and reaping the benefits.