- 78% of employees worldwide believe that job performance is improved by career coaching - but only 56% feel their boss is an effective career coach
- Three in 10 (29%) employees indicate they never receive any career coaching; 20% only receive it once a year
- Robert Half identifies four coach types: definitive, collaborative, persuader & diagnostic
Dubai, 19 June 2012 – In anticipation of a summer of sport, with Olympics, UEFA Euro and Wimbledon competitions capturing the world’s attention, new research from Robert Half, the worldwide leader in specialised recruitment suggests that elite coaching may not be permeating the workplace. According to a survey of 6,000 office workers worldwide, nearly eight in 10 (78%) say that career coaching helps improve their job performance, yet only half (56%) feel that their manager is an effective career coach. Other cited benefits of career coaching includes improved motivation at work (64%) and increased overall job satisfaction (87%).
The career coaching gap is highlighted by the fact that nearly three in 10 (29%) employees say that they never get career coaching from their boss, while 20% only get it once a year. Knowledge and expertise as well as mutual trust and respect are the top attributes for a career coach, according to survey participants.
James Sayer, Director, Robert Half AE said: “The importance of having a career coach is not only to keep employees motivated but also to improve productivity, allowing organisations to pursue growth strategies, drive revenue generation and compete on an increasingly global stage. Dubai-based companies can look to some of the coaching strategies from more mature markets to help develop best practices that will help identify and cultivate effective leaders who are able to get the most out of their teams. Doing so will help companies build a reputation as a great place to work, helping their attraction and retention strategies for nationals as well as expatriates.”
Robert Half has identified four coach types together with their characteristics and what steps coaches can take to get the most out of their relationships with their teams.
Definitive coach
Their take-charge personality and commercial thinking makes them natural leaders. Highly competitive and results focused, they play to win, and want their employees to do the same. They are excellent at setting objectives and raise the bar high.
Collaborative coach
A generous coach with excellent listening skills, they are more than willing to “take one for the team”, and spend a great deal of time working to develop those around them. They have a deep understanding of team dynamics and are good at fostering cooperation among diverse groups.
Persuader coach
As “ideas people,” they have creativity to spare and are always willing to help their team brainstorm the next big idea or solution to a problem. They encourage their employees to think outside of the usual parameters, and can easily adapt to change.
Diagnostic coach
They run their department like a well-oiled machine: organisation and careful planning are the hallmarks of their coaching style, and employees know what to expect each day. They encourage their team to update their skills and use critical thinking to create solid business strategies; this comes from their natural problem-solving abilities.
Robert Half outlines the following steps for team leaders who want to improve their coaching success:
- Understand that coaching is part of your responsibilities as a senior professional and make time within your busy working day to communicate with your team.
- Work through the quiz to find out which coaching type you are and map your attributes onto the personalities of your team: who will respond best to which of your qualities?
- Accept that you may need to amend some of your behaviours to meet individual needs.
- Recognise that coaching is about ‘showing’ not just ‘telling’: it’s all about being an effective role model.
- Look for inspiration from the resources available to you: your boss or your HR professional will be happy to help.