“Empirical research has shown that coaching between manager and subordinate is usually ineffective, due to conflict of interest and perceived lack of trust”

(Doran, 2015)

Why Coach your employees?

One of the biggest challenges facing business today is ensuring that its management team is equipped with the right mindset and skillset to deliver their corporate objectives.  The challenges facing managers at all levels are ever-increasing, as businesses look to grow revenues, manage costs and ensure products and service are aligned effectively. Staff engagement is ever more essential to businesses, helping to retain existing talent, and providing effective succession planning.

If, as in many cases managers do not have the confidence or experience to deal with more complex situations then this poses a significant risk to both the business in achieving its goals and also to the well-being of the manager and their future development.

Coaching is a specific training or development that is designed to help an individual deliver an objective. Effective coaching has been proven to improve individual and team morale, build more cohesive team structures and give people the confidence to excel. However, research has shown that line managers carrying out coaching with their staff rarely leads to improved performance due to a perceived lack of trust. For coaching to be truly effective, there must be complete confidence and trust, which facilitates unfettered access to employees true thoughts and feelings, this, in turn, will help employees more freely accept feedback.

86% of companies report that they recouped their investment on coaching and more.

(Institute for Coaching, 2009)

From the first step on the managerial ladder to achieving a C- Suite executive role, every manager needs help, guidance and reassurance, group or one to one coaching facilitates this.

Unfortunately, there is no prescribed management rule book you can turn to when those difficult decisions need to be made, so being able to tap into someone’s extensive experience is a highly effective development tool.

It is said that people do not leave a company – they leave their boss.  Ineffective staff recruitment and high turnover pose a significant threat to a business, and where the relationship between manager and subordinate can be enhanced, this should be seen as a worthwhile investment by businesses.

In order for managers to become successful leaders, they need to be Confident, Competent and be Creative. An employer that is prepared to invest in its managers and future leaders by offering coaching and mentoring will be more likely to achieve this goal, and in turn, will ensure a win-win for employee and employer.

A manager who is confident feels free to express, take measured risk, and seek to stretch themselves positively, this, in turn, can lead to more motivated staff, resulting in enhanced employee engagement, and facilitating a more transparent relationship with their staff, peers and leaders. Managers who feel confident in the expectations of their role are more likely to execute effectively, make better decisions and seek to further their careers within the organisation resulting in reduced staff turnover and cost.

This is where NAD Consulting can help your business reach is potential, and managers to become successful leaders of the future.

NAD Consulting have designed the PER4M coaching programme, a contemporary and practical management development programme, based on very relevant and current business experience as well as a comprehensive scientific research programme.