Organizations’ interest around coaching is a movement which is rapidly growing and more companies are now focused on developing such a strong culture after having realized the advantages of that strategy. According to the ICF 2014 research, 43% of organizations report employing internal coaches to work with all employees, and 60% say coaching is available to their high-potential employees. Moreover, an extensive coaching program is often associated with positive business outcomes, including higher employee satisfaction and performance.
Managers and leaders are now requiring to adopt coaching skills to positively have an impact and influence on their employees using those news skills that are able to both improve teams’ performance and engage people effectively.
Although some organizations report hiring internal coaches who have a variety of coaching qualifications and accreditations, there is no single, industry-wide standard or benchmark. Some companies reported that their coaches do not have any formal qualifications or accreditation; certain companies even reported employing coaches with as little as a few hours worth of training. The importance of structured approaches to deliver consistent coaching training to internal managers and leaders will definitely set the difference between those organizations who tell themselves they want to establish a coaching culture, and those who firmly believe in it and do the right steps to implement.
Without necessarily being involved in an ACTP training path to become ICF accredited coaches, leaders and managers can take advantage of working alongside accredited coaches on training and mentoring programs and bring huge benefits to people and organizations through playing thorough coaching skills consistently and successfully.