The top three priorities in global human capital management are culture & engagement, leadership, and learning & development1. While coaching is no panacea, highly-skilled coaches who can help their clients be meta-cognitive – that is, to consider the way they think and adjust their own mindset – can have a dramatic impact on all three of these top factors.
Coaching & mentoring helps organisations understand ways to develop and support high potentials, factors that 96% of employees say increases commitment to their employers2. Employees also indicate that their organisation could further their engagement and commitment through the provision of career path support, improved feedback & communication, and developmental opportunities, all of which are embodied by coaching. This benefit is not just manifest in coaching clients, but rather also seen in improved feedback & communication with peers and direct reports.