Benefits of Coaching In Organizations

Purpose, Power, Passion
Hello Everyone,

Just wanted to share an article I wrote for the Kelowna Chamber of Commerce which has subsequently been published by both the BC Human Resources Management Association, in "The Voice" and also by the Okanagan Science and Technology Council, in the first volume of their Newsletter!!

Enjoy,

I look forward to working with organizations of all sizes and making a difference in creating fully engaged, high performance teams. As Coach supporting individuals and groups is always exciting. I have been invited to present on "Managing Conflict in the Workplace" for the Kelowna Chamber in the coming months, so that'll most likely be a topic of conversation with me.

The Article below was written with the Okanagan Valley in mind, but most of the information is applicable anywhere, comments, suggestions, questions and feedback always welcome.



“The fact that corporate executives are supporting the expansion of
professional coaching through the ranks of management gives credence
to the profession’s argument that coaching directly impacts the ‘bottom
line’ as a unique and effective tool for performance enhancement.”
Diana Churchill, HR.com **

Published findings indicate that Executive Coaching can assist leaders in organizations in the following ways:
• Return on investment was an average of $100K per executive, six times the cost of coaching over 6-12 months
• 61% experienced higher job satisfaction
• 44% developed greater commitment to the organization
• 28% delivered quantifiable personal performance improves of $500K to $1M
Source: Fortune Magazine February 19, 2001

Organizations of all sizes and across all industries are calling on executive and business coaches.

In the past five years Companies have sharpened their understanding of coaching and have recognized coaching as a necessary and effective strategy for driving business results. With increased awareness, executive coaching has demonstrated it is effective not only at the strategic level but also as a key tool for effectively implementing and sustaining change. Coaching closes the gap between the vision and executing the strategy to get there. If applied well coaching is part of the action plan that enables the achievement of organizational goals.

We know that the growing labour crisis is the number one concern of businesses of all sizes in the Okanagan Valley.

The top three reasons employees leave their employer are:
1. Lack of recognition
2. Can’t relate to their boss (or direct supervisor)
3. Working environment

The top three reasons employees stay with their employer are:
1. Feel Appreciated
2. Feel connected to the organization
3. Understanding attitude in the workplace




So what does this mean for the average business in the Okanagan Valley?

I’m sure as successful business owners and leaders you already know the importance of having a strategy and business plan. You can use coaching as part of the action plan to reduce the risks associated with the growing labour crisis and the potential negative impacts to your business. Coaching cultures attract and retain talent. Coaching can provide a cost effective, high return on investment tool that can assist your business through the shifts and shortages of the next few years and reach your business goals.

So, what does coaching have to offer the average business in the Okanagan Valley?

The cornerstone underpinning the drivers for attraction and retention is communication. Communication processes create and nurture feedback rich environments which lead to high performance teams. High performance teams are comprised of individuals who are fully engaged, committed and accountable within their roles and are proud of the contribution they are making to the success of the organization. Individuals are highly motivated when they feel part of a supportive, collaborative work environment where they feel valued. Coaching opportunities exist for the supervisors and the employees.

Coaching is a comprehensive communication process. Coaching conversations challenge and support individuals and connect people to performance. Coaching uses the power of dialogue to send a clear signal that people are valued and respected as part of the whole. It creates a participative environment that is respectful and trust based where the organization’s values are evident.

Simply put when an employee feels connected to his boss, his workplace and/or his co-workers he is not easily lured away or likely to be looking to see what is on the other side of the fence.

What is the ROI of using a coach?

Let’s assume you have one particular employee that you would be hard pressed to replace. Perhaps this is a person that is able to look after things when you need to be away. Perhaps this is a person that your customers rave about and would miss if he went to a competitor. Maybe this person is just fun to be around or laid back and others look to for advice or support. For whatever reason this person contributes to the organization in a way that adds value to your workplace.

If you can see how valuable this person is to your organization then your customers and competitors can see this as well. How likely is it that this person will accept outside offers? As the skill shortage in the Okanagan becomes more critical the likelihood and frequency of other opportunities and outside offers increase.

The average cost of replacing an employee is approximately 2x an annual salary. If the average salary is $35,000 that equates to $70,000. per hire. Would you be willing to invest $3,000 to retain this employee AND all of the benefits that accrue to the organization as a result of keeping this person?

How can a small business utilize coaching?

Let me give you a specific example. I was recently retained by a company in Kelowna to work with an individual who had been with the company for almost ten years. The individual had always been a key contributor and was doing well. However, there had been a restructuring a few months prior and the person’s role changed with little consultation with the employee. The direct supervisor was concerned that if an offer came along the person may leave, especially since this person has a skill set that is in demand in the valley. This person was doing a good job in the new role and had not voiced any dissatisfaction with this new role.

When the offer of a coach was made the person was excited about the opportunity to work with a coach because they had “read” about them and knew that coaches are hired as a reward by organizations to invest in valued employees that they wish to retain. Organizations hire coaches as a support for succession planning, retention, to support training and development, transitions into new positions within their firm, or in many other cases specific to each company.

Long story short, the person was “OK” with the new role. Loved the company and the people and didn’t really want to leave but when it came right down to it wasn’t “jazzed” about what they were doing. They wanted to be challenged a bit more. Over the course of a few months this person was able to become more energized about the new role they were in and to add in a few pieces that they really wanted to include in their job which ultimately made it more challenging and rewarding for them. The employee ended up feeling that the job that was co-created was the “best job” ever with their employer and was totally recommitted to their career with that company. In the end it was a huge win all the way around.

There are other scenarios similar to this one. Take the employee that is eligible to retire but would consider staying on if given the chance to explore new options and opportunities. The employee that isn’t fully engaged but could be a high performer if given the opportunity to identify some stretch goals and be supported to reach them. The employee that is “bored”, looking for “new” things to do on the job, could leave because of an unexpected offer. All of these situations would benefit from coaching.

Coaching can be used in various transition situations. The coach provides a support to position new hires for success and for existing employees taking on new roles or for succession planning. It can assist supervisors, managers and leaders at all levels to examine blind spots and limiting behaviors to create and sustain the types of work environments that employees want to be part of. Healthy workplaces mean higher levels of engagement. Employees thrive in feedback rich environments where collaboration and sharing of ideas is encouraged and communication skills and competencies are a fundamental component of healthy workplaces. Leaders must actively show that they value employees and employees look to see if their leader “walks the talk” of “how employees are valued.” Experienced executive coaches can assist senior leaders with their own development and behavioral change that will directly impact attraction and retention.

Coaches can be brought in to provide training in coaching, communication skills and competencies, can provide one on one coaching, support other training and influence behavioral change. Some highly skilled coaches can provide team coaching. This is not facilitation, although some coaches are also highly skilled facilitators and change leaders.

What benefits can coaching provide to Valley Employers?

Executive Coaching has been proven to have a positive ROI on business results, employee relationships and work engagement according to Fortune 500 companies such as IBM, Dell, and Bristol Meyers. While management gurus like Stephen Covey and Tom Peters provide theory about leadership, executive coaching aims to embody that learning and transform it into action. Coaching can be effectively applied for:

• Interpersonal relationships and emotional Intelligence
• Improved job performance Leadership skills development
• Teamwork and healthy workplaces
• Organizational and cultural development
• Increased training effectiveness

"I absolutely believe that people, unless coached, never reach their maximum capabilities."
Bob Nardelli, CEO, Home Depot**

Companies are using executive coaching to support a variety of their learning and
organizational goals. Executive coaching, among other interventions, is used to
revitalize management; develop capacities to meet the requirements of fragmented markets, to help manage downsizing, and to develop emotional intelligence. It is also a tool for developing potential, building teams, or inspiring company loyalty.**
** Lore Research Report – Manchester Inc. “Case for Executive Coaching” www.manchesterus.com/pressrelease, June 2002


What does an employer need to consider when engaging a coach?

To have a positive coaching outcome the coaching must be tied to strategic business results. There are factors to consider within the client organization such as “coachability” and executive support and modeling of desired behaviors. However, coaching is a relationship and therefore the competence of the coach is another significant contributor to the success of the engagement. At a minimal level, coaches must be carefully screened. Organizations must carefully select qualified and competent executive coaches in order to achieve their goals.

How coaching is contracted for and results measured are also key success factors. It is important that there are business goals – getting external results and personal goals – what the leader or employee needs to do differently in order to achieve the desired business results. Some experts label the different types of goals as bottom-line, work-process and human relations goals. The point here is there need to be specific goals and metrics for measuring success of the coaching initiative. Contracting for coaching and results is an indicator of the level of experience and success of business and executive coaches.

As an employer, there is a window of opportunity right now to use experienced coaches to deepen the relationships you have with existing employees. Employees who feel connected, valued and appreciated, clear on their role and how it contributes to organizational success are more engaged and less likely to leave. Now is the time to invest in those key employees. By showing you are willing to invest in their future you are establishing credibility and increasing the trust and rapport you have with those key employees. You can use coaching to support individuals with their personal and professional development to position them for other roles within the organization. By creating “coaching” culture you will be creating and sustaining environments that attract and retain employees.

Coaching is worth taking a very close look at. I encourage the business community to investigate coaching as one of the tools in implementing their strategies to cope with the growing labour crisis in the valley.

Evonne Dolphin is an experienced Certified Executive Coach, Past President of the Okanagan Professional Coaches Association and one of a small number of ICF Credentialed Coaches in the province. She has a coaching and consulting practice here in Kelowna and does business across Canada. Her website is www.evonnedolphin.com. She may be contacted at 250-769-7821.

Purpose, Power, Passion

Purpose, Power, Passion

So much is going on with my business and coaching work that I have been neglectful. A flurry of activity may follow as I catch everyone up on what is coming up for me as my practice continues to grow and I continue to develop as a Canadian leader in this profession!

First though, many of my contacts through other organizations and memberships have encouraged me to post an article that was published in the "HR Voice" the online publication of the British Columbia Human Resources Association.

BCHRMA Mentoring Program, Perspectives from a Participant
Evonne Dolphin, Certified Executive Coach

I recently had the gift of mentoring, offered to me as a member of the BCHRMA and I have been invited to share my perspectives and experience.

The Professional Mentoring Program was launched to pair emerging practitioners with senior HR professionals as one form of a formalized mentoring program. This benefits the mentor who is able to contribute to the success and professional development of emerging practitioners, to “give back” and benefits the mentee who is working to develop themselves and their careers as HR professionals. Working with a mentor helps the mentee to develop more quickly because they are supported and have the benefit of the mentor’s wisdom, thus providing the opportunity for “lessons learned” without having to make their own mistakes.

The Penguin Concise English Dictionary describes a Mentor as a wise and trusted advisor. An experienced member of an organization or institution entrusted with training and advising younger or less experienced members.

This definition fits with the Cycle of the Mentoring Relationship as described in the Mentoring workshop held as this year’s program was getting underway. The Mentee is described as learning, acquiring skills and confidence over a set time period during which developmental goals of the mentoring relationship will be reached with the help and support of the Mentor who provides instruction on organizational politics and technical topics.

So why would someone who is not an HR Professional want to participate? Why would someone who is a professional, trained and certified business coach want to participate?

One reason is because I believed I had the benefit of a mentor during my twenty odd years in the telecommunications and technology industries and I missed that. I was reflecting back on this relationship with this person who advised and supported me off and on during those years, sometimes when we were working in the same organization, sometimes when we weren’t. What occurred to me was I saw him as my mentor, but I’m not sure he considered me his mentee. Our relationship was not discussed in those terms. It was not a formalized mentoring relationship with a timeframe, goals and objectives. I wanted to experience a “formal” mentoring relationship for myself.

As a coach I often have conversations with clients about the differences between coaching, mentoring, consulting and counseling. I saw the mentoring program as a wonderful opportunity to "experience" the differences between mentoring and coaching. To experience the relationship and compare it to the earlier one I described. To get a current view of mentoring since it is ongoing in a number of organizations.

I worked with consultants from Hewlett Packard in the mid nineties where mentoring was mandatory and a very strong force within their organization. Everyone I spoke with there was very positive about the program and those HP employees were engaged employees. Their teamwork was to be admired and their relationships were clearly reflected in the high performance of the individuals, their teams and the organization itself. HP had a great culture. Their employees loved working there.

I know of a large organization here in the valley that has a successful mentoring program and use a software program to “match” their participants; which is quite effective. I’ve heard positive feedback there as well. This leads me to believe that mentoring assists with the connectedness of employees to their workplace, to their roles and to other individuals in the company even though they may be hundreds of kilometers away. I believe Mentoring contributes to the community at work.

As a coach I am passionate about leadership, culture, high performance teams and high performance organizations. Organizations that are values based, feedback rich, where people are truly engaged on an ongoing basis and where the strategy and goals of the organization are aligned and the alignment is obvious. The workplace is healthy. The employees are engaged and they contribute to the success of the organization in a meaningful and consistent way and most importantly they clearly see and are recognized for the valuable contribution they make to organizational success.

Organizational success is as unique as each organization is unique. The recipe for success is elusive and contains many ingredients one of which is sometimes a bit of magic. Something like the tipping point theory. Success needs to be nurtured and when you read about sustainable success, companies like Medtronic, you learn that success is never taken for granted but results from appreciation for what is working well and adjusting what isn’t going so well. As Human Resources professionals you can appreciate the value of human capacity and how employees truly are the most valuable resource an organization has. Maximizing and safeguarding the return on investment in human resources is an ongoing challenge and greatly dependant upon many intangibles that create culture and healthy environments.

A seasoned HR professional will tell you the mix and balance of what is required is complex and there is no panacea. Every environment is different. One size doesn’t fit all. Mentoring and coaching can be important contributors to healthy work places and critical to personal and professional development and organizational effectiveness.

One of my goals through the mentoring relationship was to learn about the beliefs and perspectives of HR professionals to try and figure out how being in relationship with them could assist me with building a successful coaching practice. I needed to learn about industry trends and the challenges facing HR professionals here in the Okanagan Valley.

One of my goals was to learn the language of HR. It was clear to me that I did not have the language to dialogue effectively with HR professionals. I needed to learn about their different roles and responsibilities, their concerns and challenges. I needed to learn more about the HR world if I was going to be able to work collaboratively as a complementary service to these groups. I needed to learn about the HR world of work if I wanted to enter organizations as an assist to organizational development and learning and organizational effectiveness as an external coach and consultant.

I wanted to learn from an HR professional how trained, experienced Organizational, Business Coaches and trainers like myself could work collaboratively within organizations as a powerful assist for implementing HR strategies and other initiatives in a company. These could range from exploring how Coaching can be contracted for and measured for success and how different coaching applications can help build healthy organizations and importantly attract and retain high performing individuals.

I don’t want to pretend that I was able to accomplish all of this in a few months but I am much further along the road than when I started. I have an appreciation for some of the challenges facing the HR professional. I know the difference between labour relations, organizational development, training and recruiting. I know what an HR Generalist is. I know that HR “sees” the value of retaining key employees.

One of the highlights and greatest benefits of participating in the program was the opportunity to complete a “Prevue” Assessment which was a special offer presented to mentees in this year’s program. The personal learning and insight was valuable as was the opportunity to become familiar with this assessment tool. Coaches often work with the results of assessments and 360 feedback and other documents and instruments provided by a coachee’s employer. I have participated in other assessments before but had not had exposure to this one. It was reassuring and a real confidence builder to see that my level of self awareness was confirmed in the report and that many of the values and personality traits that were reported are in alignment with my personal mastery goals. I was able to see possibilities for both business and career choices based on individual characteristics and approach to work. If I’m ever asked to join an organization as an internal coach I believe this mentoring experience will be very helpful.

Working with a successful mentor who has extensive knowledge and experience was a great learning opportunity. My mentor’s skill and abilities when it came to all aspects of the mentoring relationship, especially during a few courageous conversations that were necessary but difficult were greatly appreciated. I don’t know what the matching process was but it certainly worked very well in my case.

I intend to continue my membership in the BCHRMA as I believe that more and more there will be opportunities for collaboration between internal HR resources and Certified Executive Coaches like me who have extensive business backgrounds and experience with coaching in organizations.

I would recommend the mentoring program to all BCHRMA members and I encourage participation in both roles when you feel you are ready to do so. I encourage organizations to utilize mentoring as it is inexpensive, effective and builds relationships within organizations. It contributes to that feeling of community of in the workplace which I believe is one of the “staying” factors for employees. There are benefits to having internal mentors who are part of the organization and can help with employee orientation as new hires “find their way” which is especially important during those critical first months of joining an organization, or transitioning to a new role.

I can see how having a mentor who is a CHRP can be of great value to individuals who are sole practitioners or part of a very small HR department with few colleagues or HR professionals to provide support, advice and guidance.

This program is simply a great opportunity for learning and development. It benefits the mentor, the mentee and the organizations to which the participants belong. It’s fun, it’s great learning and I personally really enjoy the relationship and the opportunity to benefit from the knowledge, experience and advice of my mentor.


Evonne Dolphin is a Certified Executive Coach, a graduate of Royal Roads University and coaches and consults individuals and teams in organizations across Canada from her office in Kelowna. www.evonnedolphin.com She can be contacted at 250-769-7821

Purpose, Power, Passion

Purpose, Power, Passion

I am so excited to share the news that my application for an ICF (International Coach Federation) credential has been approved by the credentialing committee.

I am now able to use the letters ACC after my name. Meaning I hold the credential "Associate Certified Coach". This is in addition to my CEC (Masters Certificate in Executive Coaching from Royal Roads University).

This achievement is important to me because it demonstrates to individuals and organizations my commitment to education, excellence and the coaching profession.

Below is an excerpt from a message from the ICF president Pamela Richards, MCC, published in "Coaching World" an ICF monthly publication. (Issue #135)

" The International Coach Federation sets the standards for professional coaches through its credentialing program. ICF offers the only credentialing program for business and personal coaches that is recognized worldwide. The ICF credential ensures the users of coaches - individuals and organizations, etc. - that these coaches have met stringent requirements that ensure their professionalism and value as a coach."

Now, without a doubt there are great coaches out there who haven't yet chosen to pursue an ICF Credential. However, the ICF credential immediately ensures consumers and organizations of a coach's professionalism and makes choosing a coach easier. A coach who has earned an ICF credential has shown an extraordinary commitment to personal excellence and to the coaching profession as a whole. By attaining this important designation, coaches demonstrate their commitment to staying at the top of their profession.

To date, ICF has credentialed approximately 2,000 coaches..." to access this or other articles go to
www.coachfederation.org/newsletter

So thanks everyone for the support and emails I have received acknowledging my ACC and celebrating this success with me.

I continue to be as passionate and committed to coaching and the benefits it contributes to individual and organizational development and success.

As my coaching practice continues to grow, I continue in my own personal and professional growth.

The next level of achievement is the PCC credential, Professional Certified Coach..............And I'm working on it!!

Comments, questions, suggestions, feedback..........always welcome on the blog!

Purpose, Power, Passion

Purpose, Power, Passion

Just want to encourage those interested in healthy workplaces and engaged employees to read the article, "The 10 C's of Employee Engagement" published in the Globe and Mail on April 28, 2006. Experts in the field of Leadership, academics Gerard H. Seijts and Dan Crim suggest ways for leaders to better engage employees. When people bring "their whole selves" to work they are motivated, happy and excited about the contribution they are able to make to the success of their ogranization.

Connectedness is important for all human beings. As a trained and experienced coach working in organizations, with individuals and teams, I experience the effect that "being connected" has on employees. Employees that feel connected will be less likely to leave their positions and more likely to decline oportunities elsewhere. As a coach on contract I see the value of collaborating and partnering with Human Resources and organizational development professionals within companies to create and maintain healthy workplaces. The top two reasons employees leave their positions are because of:
lack of recognition
an inability to relate to their boss

A trained, experienced coach can provide a powerful assist in both of these situations.

Check out the article and see what resonates with you.

Post your comments here.

International Coaching Week

Purpose, Power, Passion

Colleagues, friends, business associates and many others have been asking me "How was Coaching Week?"

Well...I think it was a huge success!! As some of you know, February 6 - 10th was International Coaching Week in 37 Countries around the world! The International Coach Federation, annually sets this one week aside to focus on raising awareness, and educating the public about coaching as a profession.

The Okanagan Professional Coaches Association (an ICF Chapter) believes that this is so important we named February "International Coaching Month" in the Okanagan.

We were able to partner with existing professional associations and talk about coaching wth excellence during their monthly events.

As President of the Okangan Chapter I was invited as a guest on the Dave Pears Show on CKOV63 along with President Elect Doug Cameron. That was on February 6th and kicked off the month wonderfully. We attended at various locations from Oliver to Vernon. Some groups we presented to were the Jaycees, Women in Business, The Junior Chamber, and others.

Our largest audience was the Kelowna Chamber of Commerce where we presented at the Business After Hours event on February 20th.

A press release was sent out and we had some Media Coverage as well. The networking opportunities that have resulted for me as a Certified Executive Coach, has been wonderful. Opportunties to meet with with many executives in town have surfaced and I'm excited about the level of awareness and interest within the business community in the Valley.


More and more leaders are seeing the value and benefits of executive or business coaching. When you consider that sending an employee on training will increase his productivity by 22% many see that as an acceptable ROI. When training is supported with coaching, research has proven that the employee's productivity increases to 88%. Coaching bridges the gap between knowledge and behaviour. The fact that coaching supports an individual to incorporate what they learn as new lasting behaviours is powerful.

I am pleased that more and more leaders are considering the coach training, business experience, professionalism and commitment to ICF Ethics and Standards and Credentialing when considering hiring a coach.

All of this to say, that I thought the OPCA's Coaching Awareness Month was amazing.

But I am curious about YOU have to say about it. Did you attend any events? What was your key take away? Did our presentation in any way change or enhance your understanding of coaching? What is your understanding of what a Coach does?

What do you have to say? I'm interested in your views.

Purpose, Power, Passion.

Evonne Dolphin, Certified Executive Coach

‘Harnessing the power of change to propel people and organizations to Greater levels of performance.’