Benefits of Coaching
Coaching and mentoring are actually the most effective methods of adult development. This applies in particular to more experienced people, both in life and professionally. I will present it below and share the results of various studies. The benefits of coaching are multidimensional and long-term. This is clear in relation to our work and the competencies and skills necessary in the 21st-century business environment and in the famous VUCA times.
In addition, other studies have shown that when participating in training, 80% of the acquired knowledge disappears within 90 days after the training (if you are more interested in this topic, I invite you to search the Internet for the phrase Curve of Forgetting or the Ebbinghaus Curve).
That is why it is so important to choose 1-3 specific skills or behaviors we want to work on right after the training and consciously practice changing them. And even in this case, coaching can be extremely helpful because, by its nature, it helps us implement change consistently and consciously.
Depending on what kind of coaching we use (e.g., business or life coaching), the benefits may vary. But I believe there is a common part that results from the deep philosophy of coaching.
Therefore, the following summary of the benefits of coaching is divided into 3 main sections:
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the benefits originating from the essence of the coaching method.
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benefits of business coaching.
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benefits of personal coaching (life coaching).
In our study, you will find references to research conducted on coaching. We will also provide the results of one of the largest such studies conducted by the independent audit firm PWC (PriceWaterhouseCoopers). You can download the PWC coaching effectiveness study report directly.
In addition, in the next section, you will also find a fairly long list of specific situations or signals indicating that finding a good coach would bring you very tangible benefits.
In the following, you will find information about the development of coaching in the workplace, as well as descriptions of qualities a good business coach and a good business mentor should have.
We will close this study with a summary of the benefits of coaching and mentoring for both the person and the company.
Benefits of Coaching as a Method of Personal Development.
So let's take a look at exactly what lies at the heart of the benefits of coaching. Let's also see what specific benefits can be derived from business and personal coaching, and what signals indicate that coaching would be a good choice for us. Let's also analyze how these benefits evolve along with our work environment. development.
Coaching broadens awareness.
Let's first define the term "awareness" and, in particular, how it differs from knowledge. Knowledge is acquired information. Awareness is analyzed, processed experience.
Expanding self-awareness is the foundation of coaching. In practice, this means making concrete discoveries about yourself. Working with a coach, you begin to precisely define your values, identify your unique talents and strengths, and recognize limiting beliefs and automatic behavioral patterns that previously operated beyond your control.
It's like turning on the light in a room where you were navigating blindly — suddenly you see everything clearly and can consciously decide on your next steps.
For example, one of my clients discovered that her belief to be perfect prevented her from delegating tasks. Recognizing this was the first step in changing her management style.
Coaching teaches you to think.
Coaching is a training program for your mind . It teaches you how to think in a way that serves you. Instead of passively succumbing to automatic thoughts, you learn to observe, question, and consciously manage them. In practice, this means the ability to ask yourself pertinent questions, distinguish facts from interpretations, and identify and change limiting beliefs (e.g., "I'm not good enough" or "to get something done well, I have to do it myself"). You gain mental flexibility that allows you to find solutions where previously you only saw problems.
One of the most common beliefs I see among people being promoted to a leadership position for the first time is: "I should be liked by the team." This attitude makes it much more difficult to provide constructive feedback to employees or make difficult decisions. Being a team leader isn't about being liked, but about being respected. This is a significant shift in perspective.
In a personal context, I'd like to give you another interesting example of a belief: "I have to get my act together." The very image of a fist clenched in a fist shows how we clench ourselves. Everyone is entitled to mistakes and moments of weakness. By setting too high expectations for ourselves, we create unnecessary pressure on ourselves.
Coaching opens the heart and gives a chance to connect it with the mind.
And therefore, it gives you the opportunity to connect these often separate and longing parts into one harmonious whole. How often have you been told that showing emotions at work is unprofessional? How much do you divide yourself into your "work-self" and "life-self"? How often do you repeat that authenticity is crucial, yet in certain situations you find yourself unable to be yourself?
At the center of coaching is the person treated as a whole.
As a beautiful, unique person, harmoniously aligning all parts of yourself is one of the key benefits of working with a good coach.
Coaching gives you the chance to make a proper and lasting change.
What else is the result of the coaching process if not change? A change in beliefs, a change in the way you think about yourself, a change in the way you think about your role at work, about what's truly important to you in life, about other people – and ultimately, setting new goals and pursuing them consistently and flexibly. However, change is about being appropriate and lasting. What does "appropriate" mean? This question is best answered by this metaphor:
"Before you start climbing the ladder, make sure you've placed it against the right wall."
The permanence of the change probably doesn't need explaining. This is meant to be a new version of you. From now until the future and the next change.
Coaching teaches listening and tolerance.
There's so much talk these days about "diversity and inclusion." There's so much talk about leadership. And I'd like to quote one sentence:
" Be a good listener; your ears (unlike your mouth) won't get you into trouble."
Working with a coach, you begin to notice how much you can hear in your own words. You begin to realize how much what you say reveals how you think. So you begin to listen more and better. First to yourself, and then to others. And you also begin to realize how multifaceted a person is, how difficult it is to change yourself, and how much harm you can do by jumping to conclusions about others.
Besides, if you only talk, you're repeating what you already know. And only by listening can you learn something new 😊 Learning to listen and hear, including what's "between the lines," is one of the undoubted benefits of working with a good, experienced coach.
Benefits of Business Coaching.
Here, I present the specific benefits of business coaching for supporting leaders and managers at work. At the end of this section, you will also find links to the results of various studies and reports on the effectiveness of business coaching.
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Become aware of your natural talents and strengths.
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Designing an appropriate career path based on your strengths.
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Developing communication skills.
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Building a leadership style based on authenticity.
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Managing stress and pressure better at work.
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Much better dealing with "difficult employees".
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"Read other people" faster and more accurately.
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Better and more effective management of your boss.
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Acquiring the skill of mature assertiveness.
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Overcoming fears and worries that hold you back.
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Increasing the effectiveness of your actions and influence on others.
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Working through burnout and changing the approach to work.
And finally, I will add one more extra benefit. Working with a Coach, you also have the opportunity to create your own coaching management style. And it's not just a skill. It's a way of being.
By using business coaching, you can not only develop yourself as a supervisor but also change as a human being and significantly improve the comfort of your whole life.
Sources:
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The famous article by Daniel Goleman (author of the best-selling book "Emotional Intelligence") entitled "What makes a leader?" published in 1998 in the Harvard Business Review
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In 2019, the Coaching Institute reports that over 70% of coaching users benefited in the areas of work efficiency, relationships, and communication skills. In addition, as many as 86% of companies believe that their investment in coaching has returned
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The report from 2021 informs about the positive impact of coaching on the "well-being" of employees who had to face the "lockdown" due to the Covid-SARS-2 pandemic International Journal of Evidence-Based Coaching and Mentoring 2021, Vol. 19 (1),
Benefits of Life Coaching.
Here is a list of the benefits of personal coaching. And this is certainly not an exhaustive list. On other coaching portals you will find other, equally valuable benefits. By its nature, each coaching relationship is an individual relationship and there can be as many measurable benefits of personal coaching as there are people who benefit from it.
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Full clarity about professed values and goals.
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Becoming aware of your personal needs and your "why?"
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Getting to know yourself better, in particular getting to know your shadows and strengths.
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The ability to ask yourself questions, even the difficult ones.
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Ability independently solve various problems.
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Ability to make decisions and take responsibility for them.
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Learn the skill of not giving in to failure.
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Increased confidence in yourself and your abilities.
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Understanding and skillfully applying the principles of healthy assertiveness.
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The ability to resolve conflicts or stay in conflict without feeling guilty.
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The ability to simplify things that seem complicated at first.
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Feeling empowered in your life.
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Improving the comfort and quality of life.
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Often the feeling of "lightness of existence". 😊
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In the final effect: the feeling of being the owner of your life.
Results of research on the effectiveness of coaching conducted by PriceWaterhouseCoopers.
The global audit company PrceWaterhouse Coopers conducted a study on the effectiveness of coaching for the leading association of coaches called ICF (International Coach Federation). The study was conducted at the end of 2008, and its results were published in 2009. It was one of the largest studies conducted so far on the effectiveness of coaching.As many as 2165 people from 64 countries took part in it.
In addition to examining the benefits of coaching for individuals, the purpose of this study was also to examine the return on investment in coaching for companies (ROI - Return On Investment).
Here are the main conclusions from the PWC study on the effectiveness of coaching.
Coaching clients have confirmed improvement in the following areas:
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self-confidence (80%),
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compounds (73%),
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communication skills (72%),
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interpersonal skills (71%),
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work efficiency (70%),
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work-life balance (67%),
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health, well-being (63%),
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development of professional life, new professional opportunities (62%),
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organization of personal life (61%),
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running a business (61%),
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time management (57%),
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team effectiveness (51%).
As many as 96% of clients indicated that they would use coaching again due to its high effectiveness.
Return on Investment (ROI) for Businesses – Hard Data:
The PWC study also provided specific data on the financial return on investment in coaching for organizations:
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A 7-fold return on investment is the average result recorded by companies.
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86% of companies declared that the investment in coaching at least paid off.
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Almost 20% of companies achieved an impressive 50-fold return on investment.
By clicking the link, you will download the Executive Summary of the PWC study on coaching effectiveness.
Here's a brief, real-world example from Poland. A service company hired team coaches to work with its sales department. The clear goal of this intervention was to increase team productivity and boost revenue. Individual team leaders also participated in the process.
After 6 months:
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sales increased by 18%,
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turnover decreased by 27%,
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job satisfaction level increased by 30%.
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ROI related to sales value: 300%
Conclusion: coaching brought real financial benefits. But not only that! It also brought organizational benefits. Over time, it became a key element of the company's personal and professional development strategy.
Signs that you would benefit from coaching.
Here are examples of situations or signals that indicate that it is worth using coaching. This list is of course not exhaustive. However, it shows when it is worth taking advantage of coaching and in what situations, problems and challenges coaching can help a lot and bring you measurable benefits. More detailed information on when and which coaching to choose can be found on our subpages discussing individual types of coaching.
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You can't name at least 3 of your talents and 5 of your strengths (there's a difference between natural talent and a strength!).
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You are a Highly Sensitive Person and you are overwhelmed by today's world.
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You have trouble enumerating at least 5 qualities for which you value or like yourself.
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You know what you don't want, but you don't know what you want or need.
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You feel stuck at work.
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On Sunday afternoon you feel anxious or stressed at the thought of Monday's work, or already on Wednesday you are looking forward to the weekend.
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You would like to develop professionally, but you don't know which way to go.
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You would like to find an idea for yourself. You feel like you're out of place.
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You are at a difficult moment in your life, privately or professionally. You don't know how to deal with it.
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A big change awaits you. You're afraid you won't be able to handle it.
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You have trouble with your work relationships. For example, you are struggling with your boss.
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You feel that you are not using your professional potential, but you do not know how or you cannot break through. You feel unappreciated.
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You take on too much, whether at work or in your personal life. You're already overwhelmed by it all, but you can't say "NO".
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Everything seems to be OK, but you lack the joy of life and spontaneity. You want less and less.
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You don't believe in yourself. Even despite the positive opinions of people who know you well
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You feel the increasing loneliness in remote work.
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More and more often you can't deal with emotions and you don't really know what causes them or you don't know how to change it.
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You have recently been promoted to your first management position. You're afraid you won't make it.
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You have been promoted at work to a much more responsible position. More and more often you think that it was a mistake and that it is beyond you.
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You are in a management position. Would you like to develop your team management skills or develop your authentic leadership style?
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You are in a management position. Would you like to learn a coaching style of management or situational leadership skills?
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You are in a management position. In your opinion, you have a problem with the involvement of your team.
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Work drains you. You devote so much attention and effort to it that you have practically no strength left for anything else.
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You feel lost. You feel like you're running, but you don't really know where. For what?
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You work in an international environment. You have trouble getting along with colleagues of other nationalities or cultures.
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You've been getting negative feedback at work for some time, despite the fact that you're trying hard and want to change this perception.
How long does coaching take and when can you expect the first results?
This is one of the most common questions clients ask. While each process is unique, there are some typical timeframes. A standard coaching process involves 8 to 12 sessions, held every two weeks, meaning the entire relationship typically lasts 3 to 6 months.
This period allows for deep work and the consolidation of new habits. Importantly, the first positive changes and "breakthroughs" in thinking are often noticeable after just three or four sessions, providing motivation for further work.
Personally, I prefer an approach where we meet with the client once a week at the beginning of the process. I believe it helps the client navigate this (new) process more quickly and easily, and accelerates the achievement of initial results, which in turn encourages further work. This also means that real changes are visible after just four weeks.
When it comes to management or leadership coaching, my experience shows that it takes about 8 sessions to develop a new competency. At the same time, each session brings additional benefits related to the leader's better understanding of themselves.
How is coaching developing, along with its benefits in the workplace?
In an organizational environment, coaching and mentoring have traditionally been part of the supervisory role. More experienced colleagues showed less experienced colleagues how to competently perform a given activity or set of activities.
By default, it is part of a cyclical process of developing an individual's skills led by the supervisor: assessing their performance, assessing progress, and planning development. If the supervisor does not coach personally, he will organize such coaching (mainly for an experienced employee) and usually in the same team as the coached person.
In this context, coaching is actually the teaching of skills and competences until they are permanently acquired and consistently executed in accordance with the required standard.
Although most of this type of coaching and mentoring is provided by more experienced people, it is not always the case that they are older. As often as the mentor explains or demonstrates a certain skill or process, the mentor may also be a younger person, e.g., fluent in new technologies. But it's always someone who can pass on their skills to others. So, in addition to substantive knowledge, it must have highly developed competence in transferring knowledge and communication.
What is the most important change?
Today you can still see the traditional roles of mentors and coaches. However, many organizations and most business sectors have undergone significant changes. The main changes concern broadening the scope of coaching approaches and combining mentoring and coaching into one approach, generally known as coaching.
Despite the best efforts of some academics and management gurus, senior managers in some organizations, associations of professional coaches and mentors, and human resource purists, the terms "mentor" and "coach" are now used interchangeably in many business sectors.
The main reason is that individuals are demanding and expect a wide range of skills from the mentor-coach, encompassing the best qualities of both categories. Many organizations also create mentoring and coaching systems that combine the best practices of both roles. As a result, these terms are increasingly synonymous, and what one person or organization calls a mentor, another would name a coach.
In addition, many individuals arrange to work with a personal coach, whose role is a combination of a mentor and a coach. This is similar to the relationship between an athlete and a personal trainer, as well as between individuals and their personal trainer. In the world of business and professional development, the result is the hybrid of mentoring and coaching that most people, especially in the US, now refer to as personal coaching.
Summary of the benefits of coaching and mentoring for the individual.
For individuals, the benefits can be many, including:
help in avoiding making previous mistakes in professional or personal life; greater professional efficiency (achieving more in less time); greater job satisfaction; less stress; easier resolution of current problems; effective preparation for potential difficulties; a flexible combination of work and personal life; being happier in your personal life and more fulfilled in your professional life; effective achievement of goals related to career or personal development; a conscious change of career or career direction; being more effective and influential in all walks of life; being more attractive to others in their career and professional development and/or personal life.
Summary of the benefits of coaching and mentoring for the organization
For the organization, the benefits are similar. These include: learning effectively from a person with a wide range of knowledge; obtaining independent, impartial, objective advice and guidance; obtaining improvements in productivity, quality levels, customer satisfaction, and shareholder value; increasing the commitment and satisfaction of operating and management staff; improving staff retention; supporting other training and development activities; visible evidence that the organization is committed to development and improvement; creating an effective process of organizational development, more and more often changing the organizational culture.
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