2002 Human Resource Survey
Lee Hecht Harrison surveyed 488 Human Resource professionals to learn how coaching is being used in their organizations. Companies are increasingly turning to coaching for leadership development, style issues and talent retention, so it makes sense that 55% of respondents said that their organization uses coaching as a one-on-one process intended to maximize management and leadership potential and 54% do so to change behaviors. A surprising number of respondents indicated that their organization uses coaching for personal/psychological counseling (36%), advice on appearance or attire (13%) or preparation for a major speech or presentation (11%).
Coaching and Top Management Challenges
The Blanchard companies identified the top management challenges of organizations. Coaching is a powerful tool that helps organizational leaders improve performance in these key areas:
- Developing Potential Leaders
- Reducing Costs
- Selecting and Retaining Key Talent
- Succession Planning
- Creating an Engaged Workforce
- Improving Customer Loyalty and Retention
- Improving Company Flexibility and Responsiveness
- Increasing Innovation
In a study published by Fast Company magazine in 2001, Markus Buckingham asserted the following about the U.S. workforce:
29% are engaged in their work
55% are not engaged in their work
16% are actively disengaged
Consider also the following:
The number one indicator of job satisfaction is the relationship between an employee and their direct manager.
The most important factor in individual success is the capacity to build and leverage a personal network of relationships
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