We know a coach as someone who demands drills on the field and laps in the pool or that comfortable but speedy curtain-clad air-conditioned double-decker which delivers customers at the doorstep of the newest mall across the causeway. It’s also that classic Vespa light blue leather must-have, complete with requisite tassels, zips, and shoulder strap.
But there’s another kind of coaching that’s becoming increasingly ubiquitous.
Life coaches aim to help people reach their goals, as this article indicates. Life coaches may however not have the training, skills, or empathetic aptitude they should be equipped with, as the author of this article discovers. In fact, data from this study suggest that a substantial proportion of those who seek help from a life coach show signs of depression. As such, it seems important for life coaches to have received adequate and appropriate training. As this CBS Moneywatch article suggests, the importance of being coached by a professional life coach cannot be overemphasized. Even so, there are benefits to life coaching: Specifically, evidence-based life coaching has been shown to improve psychological wellbeing (Green, Oades, & Grant, 2006) and help clients achieve and strive for their goals (Spence & Grant, 2005).
There is another sort of coaching known as business coaching. This is where business owners receive advice about growing their business. The kind where social enterprises receive guidance from peers in the same industry under a scheme hosted by the Ministry of Social and Family Development. And in the same vein as Social Inc., the Channel News Asia programme, in which new social enterprise start-ups receive mentorship from established business owners in the same industry. The benefits are not only qualitative (read this blog), but quantitative (read this article).
And then there’s executive coaching, which based on a definition by Kilburg (1996), involves using cognitive and behavioural techniques to help a manager/supervisor improve his/her performance, wellbeing, and effectiveness of his/her organization. To be distinguished from mentorship, which facilitates an employee’s professional and career development (here’s a fact sheet), executive coaching provides a structured environment in which managers or supervisors work with the coach to identify and meet specific and short-term (even immediate) goals to solve work-related issues.
Evidence from research including random controlled studies, indicates that the cognitive-behavioural solution-focused approach brings about goal attainment, increased mental resilience, improved psychological wellbeing, and reduced stress levels. Other studies report benefits which extend beyond a six-fold return-on-investment to include improvements in teamwork, relationships, job satisfaction and performance.
But as this Harvard Business Review notes, the results can also be a bit of a mixed bag. Much depends on the coaches hired. There is certainly value in hiring someone with senior corporate management experience (“Coaching the Next Generation“, Straits Times, 2004), particularly since executive coaches need to have insight into “the demands of the leadership roles from first-line supervision to middle management to the top executive” (APA, 2002). At the same time, there is also value in hiring someone trained to handle underlying interpersonal relationship issues (“Coaching the coaches“, Psychology Today, 2009).
Moreover, there is funding available to support executive coaching initiatives. Training staff through executive coaching (using local funding such as the Productivity and Innovation Credit scheme and Capability Development Grant from the National Productivity and Continuing Education Council’s Way to Go! campaign) meets the target of enhancing productivity by helping managers and supervisors optimize employee engagement. It’s not for life but it will give you a head start in the corporate world.