What can an Executive Coach do for you?
It depends on who you are and what you do — the benefits of Executive Coaching can vary from one end to the other depending on the areas in which you need to help.
Executive Coaching is just another word for leadership coaching; that’s because it’s not exclusive to the CEO or Senior vice president of a large company.
Executive Coaching focuses on helping people in all leadership roles in organizations, large and small, who want to expand their leadership potential and acquire the leadership ability necessary to grow their business and/or career.
Are you thinking of offering leadership coaching to employees? Here are 4 advantages of leadership coaching:
1. Increase employee job satisfaction and work commitment
Studies conducted in the sales sector show that Coaching to promote employee job satisfaction is on the rise and has proven to be effective.
According to a transnational study by the University of Utrecht and the Jaume I University, which has developed a way to measure commitment at work, Commitment at work is:
“a positive state of accomplishment related to work, characterized by vitality (energy and mental resilience during work), Commitment (Commitment and psychological identification with one’s work) and Absorption (complete concentration and deepening of one’s activities).”
The Commitment to work develops from the Motivation of the leaders, which leads to the satisfaction and well-being of the employees.
A major study by Brad Shuck and Morgan Herd shows that effective leadership is a key factor in increasing employee work commitment — linking leadership behaviors to the ability to understand and respond to employee needs.
When these needs are met, employees are in a superior position to immerse themselves in their tasks and maintain higher energy levels at work.
2. increase work performance
A controlled study of workplace leadership interventions based on Coaching highlights the value of leadership coaching by showing how Coaching improves the performance of employees in the role “and in the role”.
The study defines Performance in the role as “activities related to formal work that directly serve the objectives of the Organization.”
Training leaders to serve as role models, set clearer goals, provide quick and productive feedback, help employees when they are stuck and support their learning process significantly increases performance in the role.
In addition, studies such as the one conducted in the sales sector establish a direct link between the Coaching of supervisors and the increase in the performance of employees in the role.
On the other hand, performance outside the role “exceeds what the employee is supposed to do, such as helping others or volunteering overtime.”
This behavior outside the role does not particularly affect the work performance of employees, but directly strengthens the “effective functioning of an Organization”.”
3. company growth
After all, we are in the era when employees are gaining more respect for what they do; more and more organizations are recognizing that employees are their No. 1 most important asset.
To become more competitive, leaders and organizations are finding that investing in their employees and human resource development is one of the most valuable investments they can make to stimulate company growth.
4. Self-regulation And Self-perception
Self-awareness and self-regulation are two abilities that help define effective leadership. A 2015 study claims that one of the main advantages of coaching leaders in organizations is increased self-awareness and self-regulating behavior of employees.
Emotional intelligence abilities such as self-regulation and self-perception go hand in hand; the study found that employees who teach these behaviors set higher and clearer goals for themselves, commit to achieving them, are more confident in overcoming seemingly impossible obstacles, effectively manage and dispel difficult situations at work, reflect on the action to be taken in a positive way, and are able to
