Most often used to improve performance, build engagement
Fewer employers in the United Kingdom are providing coaching, according to a survey by the Chartered Institute of Personnel and Development (CIPD).
More than three-quarters (77 per cent) reported coaching activity, compared to 90 per cent in 2009. However, more than four-fifths of those using coaching reported they're doing more of it than two years ago, found the survey of 332 employers.
Although budgets remain tight, it is encouraging to see a relatively small number of organizations report decreases in coaching budgets, said John McGurk, an adviser in learning and talent at CIPD.
"The report demonstrates the value of coaching and the need to use it to improve performance and build capability. It is good to see so many firms boosting their use of this important part of the learning and development toolkit.”
Coaching is used most as a tool to improve poor performance (43 per cent) and build on good performance (48 per cent). Although the bulk of coaching is delivered by line managers or in-house coaches, the proportion by external coaches has nearly doubled (up from 14 per cent to 20 per cent), found the survey.
Most coaching assignments focus on developing skills and competence (67 per cent always and frequently), with supporting career transition (54 per cent always and frequently) another key area. The focus on improving understanding of business, commercial and financial issues (26 per cent always and frequently) was low.
Another key purpose for coaching is to build employee engagement, which has moved from just under 10 per cent to around 25 per cent, said CIPD in its report Coaching Climate.
