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What is Coaching?

Coaching is a rapidly growing form of training that is no longer exclusively reserved for those destined for senior positions. Findings from the Chartered Institute of Personnel & Development’s Training & Development survey 2005 revealed that the use of coaching is widespread throughout UK businesses, with 88% of respondents reporting that they now use coaching in their organisation. But what is coaching being used for? CIPD (www.cipd.co.uk) research shows that the main reasons for implementing coaching is to improve individual performance, deal with under-performance and improve productivity.

What are the Benefits?

For employers - coaching can be used as a retention tool by showing employees that they are valued enough by their organisation for such an investment to be made in their development; to remotivate staff who have become stale in their jobs or perhaps have relationship issues which are holding them back. The cost of replacing staff is forever increasing and being short staffed and spending time on recruitment, can in itself be a demotivating factor for managers who are already stretched.

For employees - coaching provides an opportunity to obtain a clearer view of their strengths and future potential plus the ‘feelgood’ factor of being valued by the organisation. Where the reason for coaching is underperformance, again an opportunity is provided in a confidential and non-threatening environment for the employee to obtain an external perspective on what is going on and the opportunity to correct any problems without losing face.

When is Coaching Appropriate?

From time to time, there will be situations when a director, manager or employee needs the opportunity to ‘see the wood for the trees’ or to obtain some specific advice on an employment issue or to set out where he/she is going at work. Sometimes our best employees leave because they cannot see any development path or do not feel that anyone is interested in their career or future development. With flatter structures in companies nowadays, it is even more important to encourage your best people and to provide avenues for their own development. It is better for you if they do it in conjunction with your business needs rather than independently.

Sometimes employees or managers get 'stuck' in their roles and neither the individual nor you as their employer is getting the best out of their time at work. It may be an attitude problem or simply that no-one has ever explored their particular strengths and weaknesses with them and how they might maximise their contribution at work and gain increased personal satisfaction.

In these situations, we can provide a constructive, listening ear and can call upon a range of coaching techniques and tools arising from our Job Search seminar and other experience. Possible scenarios could be:

  • an employee being turned down or overlooked for promotion;
  • a manager being faced with a downsizing exercise and not being sure how to proceed;

  • a high-flier who wants to review and plan his/her career options within your organisation;

  • an employee/manager who is underperforming;
  • an employee/manager who has an ‘attitude’ problem;

  • an employee/manager who has relationship issues.

In dealing with people who have lost their jobs, we have gained insight into many of the unspoken rules which affect people's progress or otherwise at work. Often employees do not realise how politics operate within the workplace and how their interpersonal style and relationships can affect other people's perception of them.

One redundant employee commented that he wished he had attended the Job Search seminar during employment rather than as he was leaving as he felt it would have helped him enormously to have understood some of the unwritten rules at work and about politics in the workplace.

Coaching Anecdotes

One incident which sticks in Gill King's memory from corporate life, is coaching both a manager and the employee concerned, on how to deal with the employee's sex change. Another was helping an expatriate Managing Director [having been returned early to the UK against his wishes], to reintegrate into the parent company.

How can we help?

Many large employers provide career management services for their employees. King Associates can provide this service for your employees either on-site or off-site according to your preference. A series of 'one to one' meetings and telephone sessions allow an individual to focus on issues which may be troubling them at work in a confidential and supportive environment. Even if there are no troubling issues, the opportunity to review one's progress and perhaps widen one's horizons can provide new motivation. Constructive feedback and an external perspective are provided by an experienced business coach. This consistently proves to be a positive and energising process.

Fees would be agreed with you depending on the brief we agree and the projected number of hours Coaching in the programme which can be offered to the employee(s) concerned.

Tel: 020 7586 3456
37 Elliott Square London NW3 3SU

Assisting Individuals to Develop Their True Potential