Workplace Coaching

“Coaching takes a holistic view of the individual: work, corporate values, personal needs and career development are made to work in synergy, not against one another.”

– British Journal of Administrative Management

Corporations are hiring life coaches to work with their staff. Specifically, they are hiring life coaches to motivate, inspire, and improve worker productivity. The idea is that highly motivated and productive employees will help boost the company’s bottom line.

Workplace coaching provides a platform for continuous learning and development. It creates conditions for setting higher standards of excellence across the organization. It also bridges the gap between current and desired performance levels which leads to the achievement of organization-wide goals and objectives, then subsequently, helps improve an organization’s bottom line.

True Value of Coaching at Work

Successful organizations have discovered on-going training of the workforce is necessary to remain competitive. However, without coaching, training loses its effectiveness rapidly, and often fails to achieve the lasting behavioral changes needed. While training is an “event”, coaching is a process, which is a valuable next step to training to ensure the new knowledge imparted, actually becomes learned behavior.

Coaching also provides for direct on-the-job learning as well as just-in-time learning tailored to the particular situation. By enabling behavioral shifts, coaching allows projects and people to move forward immediately and with less effort. Change in business today is often not linear, and requires quick shifts into entirely new models. True coaching supports people in quick shifts needed to meet changing business demands.

Coaching skills build and enhance team and work group performance, motivates sales production, improve management and leadership, and promote diversity awareness and leveraging. Human resource professionals have identified that in order to work well in the future, companies will need to hire employees for their fit with the organization, rather than to fill job descriptions. Employee fit is assessed and developed through coaching.

How Coaching can help employees in the work place

Our work place coaching help employees in the workplace in the following ways:

  • To work through workplace conflicts and emotional issues.
  • To overcome career challenges and motivation slumps.
  • To improve performance and results.
  • To identify solutions to problems and  take responsibility for results and outcomes.
  • To become responsible and independent thinkers.
  • To develop their emotional intelligence.
  • To develop a positive approach to learning.
  • To make use of their strengths and work through their weaknesses.
  • To develop high performance skills.
  • To develop proactive that boost performance and results.


Work place Coaching approach

Workplace coaching is about the individual and the role they play within the organization. It’s about them learning to adapt, excel, and thrive in their work environment.

The end goal isn’t so much about the individual, but rather about their influence on the organization as a whole.
With focus on helping employees excel at work, typical responsibilities of a Coach include:

  • Assisting the coachee in setting long-term developmental goals. Then progressively working through those goals.
  • Working with the coachee through potential risks and the uncertainties they face.
  • Building the coachee’s strengths and skills to improve their performance.
  • Exploring past successes to improve output and results.
  • Assisting the coachee to adapt to changing work and circumstances.
  • Helping the coachee work through challenges using manageable steps.
  • To develop a positive approach to learning.
  • Directing the coachee to reach their own conclusions, then guiding them down an optimal path.

Coaching provides not only a context for feedback, but also a process to support changed behavior. The best workplace coaches are those who understand and develop their own coaching style, rather than following a cookie cutter approach, who know how to “flex” their style to coach others, and who can use the coaching process and concepts effectively through understanding and skill development. The feedback we provide comes from a mutual assessment of performance. In the end, the guidance provided will stimulate positive change and transformation.

Ready To Improve Employee Performance And
Increase Your Bottom Line?