Mentoring and Coaching in Organisations - International trends and emerging practice

There has been a rapid increase world wide in the use of mentoring and coaching within organisations. In the Chartered Institute of Personnel Development (CIPD) recent UK Training and Development Survey

  • 79% of respondents reported that they now use mentoring and coaching in their organisation.
  • 61% of respondents reported that mentoring and coaching interventions had been effective
  • 99% felt that coaching and mentoring can deliver tangible benefits to both individuals and organisations
  • 92% agreed that when mentoring and coaching processes are managed effectively they have a positive impact on the organisation's bottom line.

What are the drivers in the rise of popularity of mentoring and coaching?

  • The fast pace of business and the constancy of change means that the ability to learn and adapt is quickly becoming an essential skill. In these times of ‘permanent white water', mentoring is seen as an excellent alternative to desperate paddling
  • Flatter organisational structures and organisational downsizing mean that newly promoted individuals often have to make large-step changes in skills, responsibilities and performance because of the broader requirements of their roles
  • The need for targeted, individualised, just in time learning means that one-size-fits-all training solutions may not be as relevant as they once were. Individuals are taking more responsibility for their own development
  • The need in businesses for every member to be walking the talk in terms of the values and an increasing reliance on the calibre of an individual's emotional intelligence capabilities
  • Increased employee demand for mentoring and coaching. In large organisations in the UK, top managers have a personal mentor or coach whom they consider essential to achieving their own performance targets. Mentoring and coaching lead to increased staff satisfaction and retention
  • The realisation that the transfer of training to the workplace is not as efficient as is desirable
  • The recognition that leadership is required at every level of the organisation and that you can't ‘inform' leaders, you can only ‘transform' leaders. Coaching and mentoring are transformational learning processes.

 

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