Coaching support is recommended when organisations identify learning and developmental needs such as:

  • Attitude and behaviour that is having a negative impact - Valuable staff may have excellent technical skills and perform effectively within the parameters of the job but have poor interpersonal skills that affect the performance of the team as well as service delivery to both internal and external clients. The level of motivation and the morale of staff members also affect performance.

  • Talent shortages – Money may be better spent on upgrading or developing the skills of current employees rather than recruiting external candidates.

  • Induction of new staff members – Provide immediate support and guidance to ensure that the individual speedily performs in accordance with organisational standards. In this instance it is assumed that the coach has worked with and is familiar with the practices of the organisation.

  • High staff turnover – It’s usually more cost effective to enhance retention rather than having to replace experienced/trained/skilled employees.

  • Changing job roles – Provide short-term support when individuals need to adapt and cope with role changes while acquiring new sets of skills and abilities. Newly promoted managers and supervisors would be included in this category.

  • Periods of organisational change and restructuring – Can require significant shifts in behaviour and attitude in order to adapt to new structures, cultures and/or management.

  • Personal issues impacting on job performance – Staff trying to deal with family and relationship problems.

  • Dismissal due to poor performance – The Labour Relations Act requires that an employee receive appropriate evaluation, instruction, guidance, training or counselling and a reasonable period of time for improvement before being dismissed.