Although the majority of UK employers (71%) use coaching within their organisations, findings in a report from the Chartered Institute of Personnel and Development indicate that efforts to develop coaching capability to support business goals are often still in the early stages, with wide variations in practice. As a result, it can be challenging for learning and development practitioners to make judgements about how best to implement coaching within their organisation.
The report – Developing Coaching Capability in Organisations – highlights that there are many different approaches to providing coaching services that are successful. However many organisations are still finding their way through trial and error and would like more assurance on whether or not they are on the right path. The report gives guidance for HR and learning and development professionals as to how best to structure and implement their coaching strategies.
A number of case studies, including The Alzheimer’s Society, BBC, Nokia, Oxford City Council and Zurich Financial Services, are profiled in the report to help highlight unique cross-sector approaches to coaching as well as helping to identify structures, processes, roles, training, quality and evaluation of coaching services.
Dr McGurk, Learning and Development Adviser at the CIPD comments: “Learning and development professionals must be in tune with their organisation, while understanding and sometimes protecting the value coaching can offer.
“The most significant challenge for businesses is to develop the appropriate level of structure to enable coaching relationships to be as effective as possible. A one- size-fits-all approach will never offer real value.”
Developing Coaching Capability in Organisations will be launched at the CIPD’s annual HRD conference on Tuesday, 15 April 2008.
www.cipd.org.uk
Visit the Fuse Learning website at: www.fuselearning.co.uk
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