03.01.08

Coaching has become a widely used and valuable learning and development tool for the majority of UK organisations.

HR practitioners believe coaching can deliver benefits to individuals and organisations. From the survey, 99% agreed it could deliver benefits to both individuals and organisations and 96% believed it to be an effective way to promote learning in organisations.

Results also highlighted that coaching and mentoring are key mechanisms for transferring learning back into the workplace.

Principal Consultant from The Beech Consultancy, Steve Benfield commented “This is certainly the case with the clients we work with and what’s more, companies see a real positive shift in individual and organizational performance.”

However, he also commented “There is still more work to be done in this area. It is evident that there is still a blurred understanding of the difference between coaching and mentoring within a large percentage of organisations.”

“Early findings from research we are currently conducting re-affirm this with some organisations citing that there is no formal distinction between the two within their organisation”

As the coaching arena moves on, we are likely to see an increased understanding of the differences between mentoring and coaching. This increased understanding will only strengthen the coaching profession and companies see the change in performance it can deliver. What external providers will need to demonstrate is its value and its return on investment.

(Source: CIPD 2007 – Making the case for coaching: Lessons from research?)

 

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