Organizations, both for-profit and not-for-profit, have realized that many challenges can be met with coaching. A global survey of 5,000 executives around the world identified the top two human resource (HR) priorities of today as being managing talent and improving leadership development. According to this global study by the Society for Human Resource Management (SHRM), The Boston Consulting Group (BCG) and the World Federation of Personnel Management Associations (WFPMA), managing talent will remain at or near the top of executive agendas in every region and industry for the foreseeable future.
Organizations place increasing emphasis on measuring results--from financial success to management effectiveness and return on investment (ROI).
Today's Human Resource (HR) professionals are the people tasked with sourcing qualified coaches and seeing that the high cost of personal coaching delivers a calculable return-on-investment (ROI). Yet, unlike investments in technology, which often result in cost and time savings, there's no easy way to attach a dollar figure to intangibles such as improved leadership skills and enhanced interpersonal relations.
In tracking the coaching process, it is recommended that the HR professional or corporate sponsor hold quarterly status meetings with the executive being coached and his or her coach. Before implementing a professional coaching program at work, some background on what to expect from such an effort makes sense to HR professionals. Here are some comments on a book that addresses these issues:
“Coaching That Counts is filled with compelling insights on leadership coaching and how to manage this powerful development process to deliver strategic value. A must read for anyone involved in coaching.”
- Ken Blanchard, co-author of The One Minute Manager® and Customer Mania!“Coaching That Counts belongs on the shelf of every professional coach and leader who cares about the sustainable development of people. The Andersons portray the impressive results of the marriage between coaching and research by using the data and real life examples of case studies that never fail to ask and answer the relevant questions.
Coaching That Counts leaves the reader with a deeper understanding of why coaching is of value, what needs to happen for coaching to produce results, the value of an empirically based model for coaching and even how to measure the ROI of coaching. This is truly a book that counts.”
– Nadjeschda Hebenstreit, President of the ICF , Germany, Founder of TheSuccessClub for Solopreneurs“This book is a must for anyone who is introducing coaching into an organization or managing a coaching initiative.”
– Ross McLelland, Managing Director, Pacific Consulting Resources Pty Ltd, Australia“This book is a must read for coaches who are interested in working within organizations, program managers of organizational coaching initiatives, and Chief Learning Officers who need to be able to articulate the value of executive coaching to key stakeholders.”
– Vernita Parker-Wilkins, Executive Development Learning Manager, Booz Allen Hamilton, USA