Coaching is one form of development in which an experienced a coach, supports a learner or client in achieving a specific personal or professional goal by providing training and guidance. The learner is sometimes called a coachee. Coaches use a range of communication skills (such as listening, questioning, reflecting, etc.) to help their coachee shift their perspectives, thereby discovering different approaches to achieve their goals.
Organisational coaching focuses on supporting individuals to improve their skills, performance and capabilities, therefore their growth, within the context of their organisation. It is frequently used to help organisations achieve strategic objectives, enhance leadership capability, and create culture change. Broader organisational needs are placed front and centre, and the coaching is used to scale-up change across the enterprise. While there is overlap, this broader focus is in contrast to executive or leadership coaching which targets the individual’s development needs and more typically comprises standalone engagements.
From the perspective of organisational transformation, supporting leaders and key stakeholders with organisational coaching helps to align their personal development with the desired future state of the organisation, and enables them to lead themselves and others through transformation more effectively.
Pros
- Unlike stand-alone coaching engagements, it ensures development in direct connection to the transformation.
- Leadership capabilities are rapidly developed to engage and lead others through the transformation authentically.
Cons
- Some organisations may be resistant to the concept of coaching due to previous experiences.
- The organisation’s existing culture may not support changes in leadership behaviour achieved through the coaching.
Source: Institute of organisational Coaching
