Executive Coaching and Its ROI
“Without question, NEC™ was a major factor in helping me “get my game back”. It really helped me to regain my confidence and put to bed some demons that I didn’t even know existed.”
Matt Caiazza, Senior Consultant, The Meridian Group, Pittsburgh, PA
Executive Coaching: Breaking Through Barriers to Achieve Measurable and Unprecidented Results in Behavior, Vision and Leadership
Many organizations support the idea of employee engagement, and with good reason. Continuous change and the need to do more with less make it essential for employees to be both aligned with organizational objectives, and willing to contribute discretionary effort. Fewer than 1 in 3 employees (29%) are fully engaged in the work they are paid to do. 19% are actually disengaged. Research of many reputable companies such as Towers Perrin, Hewitt, the Hay Group and BlessingWhite, suggests that engaging employees positively affects the company’s the bottom line. Research conducted by Metrix Global on coaching Fortune 500 firms found a 529% return on their investment in coaching, in addition to more intangible benefits.
Executive coaching is an advanced style of leadership development that promotes excellence, innovation, creativity, resilience and breakthrough performance at all staff levels. Our coaching methods include several proven integrated and synergistic techniques that support leadership development, from recruitment to retirement. Regardless of the issue, from turnaround for poor performers to fast-tracking high potential employees, our results-oriented coaching will give your company a competitive edge in today’s ever-changing business world. Clear Intentions offers executive coaching for individuals, groups, teams and a special ad-hoc program called “Coach on Call” and assists with:
- Overall leadership development
- Improving targeted behaviors and skills
- Discovering and capitalizing on your innate talents
- Managing in ways that increase your staff’s job satisfaction, loyalty and results
- Sourcing your creativity
- Learning how to set boundaries and build productive relationships
- Creating peace of mind and balance between your personal and professional life
- Being truthful about what you want and what you are willing to do in order to have it
- Learning how to delegate more effectively and knowing when to say “yes” or “no”
- Gaining clarity of purpose and vision
- Effectively managing your time and resources
- Completing transitions, including global or new assignments, due to reorganization
ROI of Executive Coaching
Coaching has emerged in recent years as a popular—and powerful—way to develop leadership skills. Over the past four years, ROI studies conducted by MetrixGlobal, LLC, clearly demonstrate that leadership coaching consistently delivers business value. The ROIs have generally been in the range of 500% to 700%. People who were coached developed according to a fundamental evolutionary process. Four of the major common benefits identified were:
- Employees became more focused and created the space to make change.
- Employees built stronger partnerships or strengthened peer relationships through more effective collaboration.
- Employees created alignment between intentions and actions.
- Employees took bolder and more original action to make positive change in their organizations.
Merrill and Dianna Anderson describe in their book Coaching That Counts that 58% of those employees whose coaching experience was limited to working on the more tactical issues report that their coaching significantly impacted the business. In contrast, 100% of those whose coaching progressed to work on more strategic issues, reported making a significant impact on the business. 70% of all monetary benefits attributed directly to coaching leaders came from those leaders who worked on the more strategic issues. The remaining 30% of the monetary benefits came from those employees working on issues related to improved relationships and inner alignment. In looking at the sources of benefits of employees becoming more focused, employees tended to cite personal productivity, while employees who took bolder actions cited examples such as increased net revenue from launching a new product line.
