SAP (Systems-Applications-Programs) AG, a global provider of business software, has implemented coaching programs based on effective personal development accomplishing business goals while meeting the challenges of the coachee's professional role in an optimal way. SAP leadership has been following these prevailing coaching issues from:
A career and professional perspective
Understanding personality and personal development
Gender, family and social environment
SAP's understanding of coaching is defined in the following ways:
Coaching is a form of goal-oriented, individual consulting.
Coaching is an individual learning and development process aimed at enhancing the coachee's personal success as well as achieving business goals
Professional and results-oriented coaching strengthens the self-reflection and personal growth of the coachee and helps raise energy, develop solutions and implement new perspectives and behavior.
Coaching is explicit, not only aimed at removing or reducing deficits (remedial), but also means specific preparation for new challenges/roles.
Coaching is a solution-oriented and thus future-oriented consulting approach.
After six years, the "leader as coach" pool in Germany comprises more than 70 internal part-time coaches (i.e. coaches who work as a coach besides their main role/activity) coming from all levels of hierarchy and functions.
The return on investment (ROI) of coaching can be enormous, especially in the context of project management. The following feedback may illustrate this point: "Coaching helped us prevent a potential project loss of at least Euros 100,000, because an excellent project lead found a way to manage tremendous task overload for almost a year."
Source: Frank Bresser: The global business guide for the successful use of coaching in organisations