Coaching for Total Organizational Engagement

Management-Issues reports that seven out of 10 British employers now use coaching within their organizations, compared with just under two thirds last year.

The reasons?

• Nearly eight out of 10 employers that offered coaching to all their employees used it for "general personal development", with three quarters saying they used it for "helping poor performance".
• More than half of the organizations polled believed that coaching by line managers was the most effective learning and development practice, with nearly half anticipating that even greater responsibility would fall on to line managers in the next five years.

Most significant change?

• More than two fifths of organizations now offered coaching to all employees, with some four out of 10 offering it only to directors and senior management and a third offering it to senior managers and line managers or supervisors.

According to Dr John McGurk, the primary researcher: "Coaching is not just a popular technique but an immensely powerful one for supporting personal development. There is no doubt that coaching is having a significant impact both on individual and organizational performance. As coaching helps people to develop, it's a perfect fit for the fast moving knowledge economy in which we operate," he added.

BOTTOMLINE: "Organizations face significant challenges in drawing up frameworks that ensure value for money and that are aligned with their organization's strategic objectives," says McGurk.

One of the key components of the Six Disciplines strategy execution program is accountability coaching, which is used to improve both individual and organizational performance.