What are the benefits of having a professional coach?
- In one study conducted by MetrixGlobal LLC, companies including Booz Allen Hamilton received an average return of $7.90 for every $1 invested in executive coaching.
- A recent study of Executive Coaching in a Fortune 500 firm by MetrixGlobal reported a 529% return on investment and significant intangible benefits to the business.
- A survey by Manchester Inc. of 100 executives found that coaching provided an average return on investment of almost six times the cost of the coaching.
- An internal report of the Personnel Management Association showed that when training is combined with coaching, individuals increase their productivity by an average of 86% compared to 22% with training alone.
- A Hay Group study of Fortune 500 companies found that 21 to 40% utilize Executive Coaching; Coaching was used as standard leadership development for elite executives and talented up-and-comers.
The NDC Leadership Development coaches, certified in Executive Coaching through the American Society for Training and Development (ASTD), are able to facilitate belief and behavior change in individuals through a coaching process that produces results.
One of the clients we coach has a highly stressful, demanding position working for a Type A boss who regularly changes priorities and expectations. Before coaching, she was drowning. Now she regularly checks in for help and support with how to build her game plan, clarify points of confusion, manage her boss, address conflicts with peers, improve her facilitation skills, organize her time more effectively, and have a sounding board that is entirely devoted to her success.
We believe our role as coaches is to bring new and different thinking to situations, be bold and persistent when necessary, challenge the status quo and share our own experiences and those of other organizations (our cross-pollination effect). We help people bring out their best kept ideas and move them from good leaders to great leaders. We are also not afraid to challenge behaviors that are problematic in the workplace, whether it's an autocratic style, the need for anger management, or surfacing dysfunctional responses.
The coaching process
Step 1: Gathering feedback and information from those participating in the process
This might include completion of the Myers-Briggs Type Inventory, a 360-feedback tool, personal interviews and/or personal observations. The goal is to fully understand and capture a clear picture of the individual's strengths and areas needing improvement. The collection of feedback is shared with the individual and a facilitated discussion ensues to design a plan of action.
Step 2: Building an individualized action plan
The real challenge is to move thought to action, by defining very clearly the behaviors that need to be developed or changed. Through regular assignments, readings, feedback discussions, and coaching sessions, the individual gradually makes substantial changes in behavior.