September 8 2010 - 15 per cent of UK organizations have no measures in place to assess the impact
of coaching or mentoring programmes and that 68 per cent do not use this approach to address corporate objectives according to a study by
recruitment specialists, Hays Senior Finance, in association with executive and business leadership trainers, LeaderShape. Most initiatives are directed
at individuals, with 72 per cent used for talent development or to address personal issues.
Chris McCarthy, director at Hays Senior Finance, said:
"In far too many cases companies are leaving it to individuals to set the framework for their own coaching or mentoring - with
little or no reference to business needs. They then fail to check the standards of their programmes and show little concern for the outcomes.
Support can be extremely effective when a professional starts a new role, but it is essential it is carried out in the right manner by people who
understand the specific needs of these individuals."
Responding organizations agreed that if a senior recruit leaves within three months there is both a financial cost and an adverse
effect on staff morale. The vast majority (96 per cent) felt that such appointments would benefit from confidential support in the early stages.
More than half of respondents said they planned to expand their business coaching provision in the next year with 85 per cent expecting their
spending on this area to be maintained at current levels or to increase.
The survey identified a lack of ongoing professional development for providers of mentoring or coaching:
Nearly three-quarters of organizations (73 per cent) use in-house resources, but no training or support is given to:
- 16 per cent of coaches
- 28 per cent of mentors, and
- 29 per cent of team or group facilitators
To help address this issue, LeaderShape has developed a post graduate qualification accredited by the University of Chester
to enable employees to develop and maintain best practice in the workplace.
Chris Gulliver from LeaderShape commented:
"This is a very expensive missed opportunity for UK plc in fast-moving times. Increasing amounts of money are being spent on coaching as a universal panacea but many companies have no comprehensive overview or sense of purpose.
"There is a clear lack of framework and training given to those who are delivering many of these programmes with the obvious outcome that they simply donít understand how to use coaching effectively and spend money wisely. In what other area of business would money be laid out with so little thought to evaluating its impact?"
Chris Gulliver added: "Coaching is not regularly applied where it can often be most effective - within the leadership teams. And it is clear that many services are being given to staff, often in difficult situations, by people who are themselves untrained and unsupported. We believe it is essential to upskill internal providers
by training them in a range of coach mentoring and facilitation options. It is equally important to track observed outcomes against business objectives. Otherwise businesses could waste time and money and miss the opportunity to boost success."