Coaching - The Most Overlooked Employee Benefit

Companies are saying that executive coaching has become their secret weapon when it comes to acquiring talent. BMW of Canada recently introduced a program that included the hiring of coaches to incorporate training into a leadership – development program.

Coaching can certainly compliment leadership training in any organization and it can be a needed incentive to elevate performance and provide a competitive edge by providing another perk or reason to join. In my experience, I have found Coaching to be a key component to retaining a good to great manager or leader. Coaches can be the link between personal direction and work/life balance while expanding the communication link between the business strategy and the employee by promoting good leadership skills.

Coaching is one of the most cost effective measures for improving productivity, enhancing performance, elevating morale, and supporting human resources with the hiring and selection process and their retention objectives. Turnover costs amount to approximately 1/3 of the salary for the position that needs to be replaced and goes up to about half when you loose a key employee.

The cost of coaching rarely exceeds 10% of the loss associated with employee turnover. You decide; would you rather expense $5000 to support an above average employee or spend $50,000 on replacing them? Coaching is much more than cost-savings for a company or organization. It is a process that supports the people development portion of any business while improving the organization’s effectiveness. Those are
two major components of any company striving to go as Jim Collins says, from “Good to Great”.

A Coach with Leadership Training experience is an unbeatable combination. Helping people reach their potential is the key ingredient for business success.

Most human resource managers that I have talked to state that they do not have any of the following:
1) Succession Plan
2) Mentor Program
3) an External Coaching Program (Executive or otherwise).

Leadership Training and Coaching are two components that can really change the fhnancial situation of a company but are often put aside because it may draw attention to the real costs of turnover and how reducing such can dramatically affect the bottom line. I just can’t image in this time of economic downturn that most companies aren’t willing to look at innovative ways to attract employees and most importantly, retain good employees. I think most companies should use
the term “talent maintenance” instead of “talent management”. There are very few companies that focus on people potential and their development. Which plan do you have in place, “maintenance or management”? It’s time for YOUR secret weapon. . .
A coach with Leadership Training in his background.

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Our Coaching Services are designed to push you or the team to the next level by engaging in conversations that will provide inspiration and commitment resulting in goal achievement. Learn More

Employee Engagement is Performance and Productivity

Managers have more impact on engagement then their companies.

In Good Boss, Bad Boss: How to be the Best…and Learn from the Worst by Robert Sutton, the author noted that about 75% of today's workforce reports that their immediate supervisor is the most stressful part of their job. It has also noted by several surveys including the initial work by Gallup that immediate supervisors have far more impact on engagement and productivity than whether their companies are rates as great or lousy places to work.


We believe that the immediate supervisor is an integral component to productivity and performance. We also believe that the value of the immediate supervisor is under estimated and their level of competence is over estimated. In a recent survey, we have concluded that the majority of supervisors and/or managers in mid-size and small companies have no formal leadership or management training. Image how a well trained boss can enhance the success of your company.

Our Leadership and Management Development Courses teach people the practical application for the skills and competencies that make great managers. As stated in his book, Robert Sutton says that the two “acid test” for great bosses is 1) whether people want to work for the boss and would they enthusiastically choose to do so again, and 2) is the boss hypersensitive to how others feel about them and the work their people do. They are compassionate, competent, and empathetic.

Leadership is learned and we teach people how to be “Good Bosses” while allowing them to apply the learned material immediately in the workplace using our “adult action-leaning” process. We also measure results with a defined ROI and guarantee. For the development of your future leaders, call 609.390.2830 for more information or click here on our Leadership Courses and Workshops.