| Artikelen | Links naar artikelen op het Word Wide Web |
|
> Besparing van 63 % op coachingstrajecten. |
>
Coaching produced a 529% return on investment and |
| Besparing van 63 % op coachingstrajecten. Scholingsaftrek regeling 2001 | |
|
Ook in 2001 vallen kosten voor coaching en loopbaanbegeleiding binnen
de normen voor scholingsaftrek. Rekenvoorbeeld |
|
| Terug naar de top | |
| Highlights on Coaching | |
|
"Coaching is the number two growth industry in behind IT (information technology) jobs... and it's the number one home-based profession." - Start-ups Magazine. "...a home-based business that builds on your current knowledge and provides you with an $80,000+ per year income! If you are doing corporate coaching, you can expect to be paid $150-$200 per hour. It is not uncommon for a seasoned coach to make well over $100,000 per year." - S.C.Institute "Coaching is becoming something of a heavy industry. It's amazing," - says Warren Bennis, Professor of Business. USC's Business School. "Corporate coaches are in such demand that they can charge from $600 to $2,000 a month for three or four 30-to-60 minute conversations. Some charge as much as $400 an hour. So a lot of them are earning far more than psychologists or psychiatrists." - Time Business News. |
|
| Terug naar de top | |
| Verschil van inzicht tussen werkgevers en werknemers | |
|
8 oktober 2001 - Werksfeer is verreweg de belangrijkste loyaliteitsfactor
voor werknemers. Een slechte werksfeer leidt zelfs eerder tot een verandering
van baan dan het uitzicht op een hoger salaris. Dat blijkt uit een onderzoek
naar de arbeidsverhoudingen in het midden- en kleinbedrijf, uitgevoerd
in opdracht van Jong Management, onderdeel van VNO/NCW. |
|
| Terug naar de top | |
| Learn how coaching is being used in organizations | |
| LEE HECHT HARRISON surveyed 488 Human Resource professionals to learn how coaching is being used in their organizations. Nine out of ten respondents said that their organization provides coaching, although many had a broad definition of what it means. 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. But 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%). These conceptions date from the '70s and early '80s when the term "coaching" was a euphemism for helping employees with problems. | |
| 1. Why does your organization provide coaching? 70% For leadership development. 64% For skill development or style differences. 40% To retain top talent. 34% As part of management succession planning. 30% To insure success after promotion or with a new hire 18% For pre-termination counseling. 03% Other. |
|
| 2. In your organization today, to whom is coaching provided? 54% Equally to High-Potential and Other Employees. 26% Mostly High-Potential/Fast-Track Employees. 20% Good Performers to Resolve Issues. |
|
| 3. From your experience, how effective has coaching been? 57% Worked More Often Than Not. 21% Don't Know/Hard to Measure. 17% Produced Results. 05% Disappointment. |
|
| 4. How often is the HR department involved in the decision
to use an executive coach? 30% Always. 33% Usually. 19% Seldom. 18% Don't Know. |
|
| 5. In your opinion, why has coaching grown in recent years? 60% Helping people improve is better than replacing them. 54% Good talent is harder to find and retain. 44% Greater emphasis on performance. 37% Need to intervene early with performance problems. 28% It produces behavior changes training can't. 12% Senior executives have less time for mentoring. 03% Other |
|
| 6. Now that coaching is increasingly being used for high-potential
people, do you believe that it is losing its stigma 34% Yes. 38% No. 28% Unsure. |
|
| 7. Do you think organizations will increasingly use coaching
as part of their succession planning 79% Yes. 02% No. 19% Unsure. |
|
| 37% of the respondents came from organizations with less than 500 employees, 11% with 501-1,000 employees, 22% with 1,001-5,000 employees and 30% with more than 5,000 employees. The majority of respondents represented U.S. companies from a variety of industries. | |
| Terug naar de top | |
| Coaching is exploding onto the national and international scene | |
|
Coaching management is a hot trend at a growing number of FORTUNE 500 companies, from IBM and Dow Chemical to Marriott International and Glaxo Wellcome. Corporate coaches are in such demand that they can charge from $600 to $2,000 a month for three or four 30- to 60-minute phone conversations. Some charge as much as $400 an hour. So a lot of them are earning far more than psychologists or psychiatrists. Coaches are everywhere these days. Companies hire them to shore up executives or, in some cases, to ship them out. Division heads hire them as change agents. Workers at all levels of the corporate ladder, fed up with a lack of advice from inside the company, are taking matters into their own hands and enlisting coaches for guidance on how to improve their performance, boost their profits, and make better decisions about everything from personnel to strategy. - TIME Business News "As a $100 million business second only to the IT industry in its US growth rate, coaching is the latest must-have lifestyle and business accessory - the solution to both workplace under-achievement and premature stress burnout." - Vive, Summer 2000 Vive, Summer 2000 "Call it professional coaching, executive coaching, life coaching, or corporate coaching. Whatever the name, this new phenomenon is one of the hottest services in corporate America today. Some data show that the quality of the relationship between boss and subordinate is a major predictor of intentions to remain. Coaching--which can help managers talk with subordinates about their developmental needs--absolutely affects that relationship positively. And there's a big potential payoff."- says David A. Thomas, Fitzhugh professor of business administration at Harvard Business School. THE BUSINESS JOURNAL April , 2000 At Harvard Business School, Linda Hill, professor of business administration, says - she's inundated with requests to coach. "Coaching is becoming something of a heavy industry. It's amazing," - says Warren Bennis, professor of business administration at the University of Southern California's business school. "If ever stressed-out corporate America could use a little couch-time, it's now. Trust in big companies is at an all-time low. Baby-boomers have been burned; Gen Xers aren't expecting the Corporation to take care of them. Under the circumstances, employees are much likelier to go outside and get independent advice to help them be better managers" - says Karen Cates, assistant professor of organizational behavior at Northwestern's Kellogg Graduate School of Management. "What's really driving the boom in coaching, is this, as we move from 30 miles an hour to 70 to 120 to 180...as we go from driving straight down the road to making right turns and left turns to abandoning cars and getting on motorcycles...the whole game changes, and a lot of people are trying to keep up, learn how, not fall off." - says John Kotter, professor of leadership at the Harvard Business School. Who qualifies as an executive coach? At the moment, just about anybody. "I wonder about the vulgarization of coaching," "I'm concerned about unlicensed people doing this." - says Warren Bennis of USC's business school. "The demand for Executive Coaches has skyrocketed over the past 5 years.... today’s executive coach (EC) is intended to help leaders and potential leaders across the rocky, wild, and challenging road of organizational growth in today’s dynamic and unstable work environment....As with most emerging professions, the rules and guidelines for how to make executive coaching work have been scanty at best. This gap has been felt by executives seeking help, their organizations, and the scores of people putting up shingles as EC’s. At the same time, a cadre of other types of coaches is trying to catch the coattails of the popularity of executive coaching." - The Society for Industrial and Organizational Psychology - American Psychological Association “The Xerox Corporation carried out several studies, one of which showed that in the absence of follow-up coaching 87% of the skills change brought about by the program was lost. That’s 87 cents in the skills dollar. However good your skills training in the classroom, unless it’s followed up on the job, most of its effectiveness is lost without follow-up coaching. For example: Most sales people try out the new skills for a few calls, find that they feel awkward and the new method isn’t bringing instant results, so they go back to their old ways. "We've done lots of research over the past three years, and we've found that leaders who have the best coaching skills have better business results." V.P. of Global Executive & Organizational Development at IBM. “Coaching is the only cost-effective way to reinforce new behaviors and skills until a learner is through the dangerous results dip. Once through the dip, when the new skills bring results, they will become self-reinforcing." Training and Development Journal. "Corporations believe that coaching helps keep employees and that the dollar investment in it is far less than the cost of replacing an employee." Fitzhugh professor of Business Administration, Harvard Business School —above two quotes from TIME Magazine (Sept 25, 2000) article about Executive Coaching |
|
| Terug naar de top | |
| Here's a decent list of coachable life/people situations from Sherri Olsen of Calgary, Alberta. http://www.sherriolsen.com | |
| 1. A person who wants more satisfaction in their job; they
are either looking for a new career, or seeking ways to make their current
one more enjoyable. 2. A person who is really ready for a change; whether it be in attitude, work, or life situation. 3. Someone down on their luck and seeks a way out. 4. A young entrepreneur who has too many ideas, or is starting a business and needs focus and direction. 5. A corporate employee who is struggling with work and life balance. 6. A corporate employee who is struggling to communicate openly and effectively, and as a result takes on too many tasks, and gets caught in a vicious circle of low confidence, and overwhelm. 7. A corporate employee who wants to find their niche/ add their authentic value in a company that doesn’t honor creativity, or values, has big time politics, is always in chaos. 8. A corporate employee who seeks to do a good job, be a member of a team, and has difficulty with someone who strives to ‘out do’ in order to take the credit. 9. A corporate employee who wants to work hard despite lack of clear direction, focus, and corporate goals. 10. An individual who is driven by needs, and wants to have them filled. 11. An individual who is driven by adrenalin, and can’t imagine how to live life without the rush. 12. A person with low confidence but is willing to overcome it, and try new things. 13. A self motivated, high achiever, that sets goals, does one thing a day towards them, and wants a coach to bounce ideas off with, or keep him/her on track. 14. A self motivated person that is so healthily driven that I have difficulty staying a few steps ahead! 15. A work team that wants to become a highly effective work team and is willing to be open and honest and work to get there. 16. A stay at home Mom who desires growth, both personally and professionally, and wants a coach for her own self development. 17. An executive or leader who seeks coaching for business results, and sees the link so is willing to be coached on personal foundation. 4. 18. An executive or leader who seeks coaching for business results, and who is willing to be coached themselves too. They are open minded so that they understand their influence on results, and are willing to take steps necessary to further their own personal foundation as well, as take appropriate steps for business results. I would love to work with someone on the whole idea around Servant Leadership. 19. A person who wants to identify a new career for themselves. 20. A person who needs job search assistance . 21. An entrepreneur that is ready to grow their own business financially, and who wants to discover what success means for them, and what the vision is for the business 22. A fun, inspiring creative person who wants to be coached in certain areas of their life so they can continue to be fun and creative! 23. A person willing to give up self limiting beliefs, behaviours and decisions, and will do the change work after intervention necessary to ensure it sticks. 24. Sales people who want to improve their performance. 25. Coaching on something tangible-results, performance, skills, to get rid of tolerations, clearing up clutter etc, personal foundation work . |
|
| Terug naar de top | |
| Executive Coaching Yields Return On Investment Of Almost Six Times Its Cost, Says Study | |
|
(BUSINESS WIRE)--Jan. 4, 2001 "...what is believed to be the first
major study to quantify the business impact of executive coaching. The
study included 100 executives, mostly from Fortune 1000 companies, who
received coaching...Half of the executives in the study held positions
of vice president or higher (including division president, general manager,
chief executive officer, chief financial officer, chief information officer,
partner, principal, and practice leader). Almost six out of 10 (57%) executives
who received coaching were ages 40 to 49, and one-third earned $200,000
or more per year. 1) Executive/Business Coaches charge by the hour, by the month or by
the project. Expect to pay the equivalent of a management consultant's
fee. Rates run $150 to $375 per hour. |
|
|
Analysis of the 1999 Survey on Coaching in Corporate America In the fall of 1999, the International Coach Federation and Linkage,
Inc. surveyed 4000+ corporations on their involvement in corporate coaching.
Here are the conclusions: FOR IMMEDIATE RELEASE |
|
| Terug naar de top | |
|
Seminal Survey Shows Corporate America's Interest in Coaching is Greater than Ever International Coach Federation developing Certified Corporate Coach credential in response WASHINGTON, DC, NOV. 22, 1999 - More and more, corporations across the U.S. are hiring coaches as a perk for their top performers - the investment returns improved performance for the individual and higher profits and a competitive edge for the company. That's what companies reported in a survey of 4000+ corporations this fall by the International Coach Federation and Linkage, Inc. who were asked about their interest and involvement in corporate coaching. "We were happy to see that the respondents know intrinsically that coaching is a tremendous value to a corporate culture and produces results," said Jane Creswell, Chair of the Benchmarking Subcommittee of the ICF's Corporate Coaching Committee, which analyzed the survey results. The survey revealed that the primary benefits of corporate coaching are improved individual performance, bottom line results (including profit), client service and competitiveness and development of people for the next level - confidence raising, skills and self empowerment, goal achievement, relationship improvements and retention. "Coaching helps retain the top performers by showing them how appreciated they are," says Creswell. "It also sends the message that they have earned the privilege of special attention in developing to their highest potential." Companies use both internal and external coaches as a perk for top performers. Those that prefer internal coaches see it as a way to leverage human resources and reach everyone in the company, since internal coaches know the company culture. Internal coaches, considered more practical and cost-effective by their employers, are prized for their ability to share in-house expertise and train managers in coaching skills. The survey indicated that companies who hire external coaches tend to use them for executive ranks, who perceive the outside coaches as providing an extra level of confidentiality. Some companies held that their organizations were too busy to develop internal coaching or that internal coaches would just be devalued. Respondents' said their greatest challenges to developing corporate coaching programs are getting enterprise-wide buy-in, executive buy-in and modeling. Impatience on the part of upper management for the time investment required for coaching to make an impact was another significant roadblock. Some respondents acknowledged that they don't yet know how to deliver corporate coaching confidently or how to measure its effectiveness. The International Coach Federation, the largest professional association worldwide of business and personal coaches based in Washington, DC, has examined the survey results to determine appropriate strategies for responding to the rapidly growing trend. "While the corporate population is very clearly interested in learning more about coaching - and believes it is and will be a positive influence in the corporate world - many of them do not yet understand the current paradigm of corporate coaching very well," says Cynder Niemela, a member of the Benchmarking Subcommittee. "We need to begin by educating people on what corporate coaching is and what it isn't." As the ultimate goal in its efforts to establish greater clarity and consistency around corporate coaching, the ICF is in the process of developing a Certified Corporate Coach credential, which should be available by mid-2000. "The very things that respondents said they are wanting - standardization, a formal process to certify corporate coaches and success stories - are exactly what the ICF is working very diligently to provide," said Creswell. "The ICF is committed to ensuring the integrity of the industry through our credentialing programs, and to educating the corporate marketplace on the effectiveness, both in time and results, that coaching provides," says Marcia Reynolds, ICF President. "We're pleased to finally have tangible evidence of the power of coaching. With the increasing time pressures, constant change, and heightened complexity in the workplace, we expect coaching's status to rapidly escalate from being a 'perk' to a necessary and cost-effective tool for developin g leaders." The ICF, which has 2,300 members in 137 chapters in over 20 countries, offers a free Coach Referral Service via its website (www.coachfederation.org) or by calling 888-BE-MY-COACH. |
|
| Terug naar de top | |
| Deze pagina is permanent onder constructie. |
|