Who Benefits from Executive Coaching?

Proficient executive coaches should be able to consult effectively to the organisation. They should be carefully selected for their appropriate expertise and qualifications, as well as for their fit with the organisation and its requirements. Effective contracting processes at the organisational level and as a part of each coaching programme, together with managed confidentiality including clearly defined boundaries for effective communication between stakeholders, simultaneously minimises risk and delivers value to all concerned. Ethical responsibility must be taken into account. When all stakeholders embrace a systemic approach to executive coaching, the effectiveness of key employees is enhanced, the relationship between them and their organisations improved, and this can ultimately enable beneficial culture change in the organisation. Each of these aspects will be considered in more detail in future articles in this series.

As the field of coaching progresses, providers and users of coaching services are becoming more knowledgeable. Although progress is being made in South Africa, the credibility of coaching is not as widely appreciated as it is in more established markets, such as the United Kingdom, the United States, Canada and Australia. Even where executive coaching is utilised and valued, the systemic and integrated use of executive coaching in South Africa, as part of Leadership Development Strategy, lags that of these more established markets. Generally speaking, in these countries the purpose and use of coaching in the organisation is well defined and, as a result, coaching is considered a highly desired developmental benefit.

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* Chartered Institute of Personnel and Development. 2011; Human Capital Institute, 2012.