Management Coaching
Coaching is also needed today more than ever as a critical tool for successfully engineering organizational change. Change is essential for an organization to grow and adapt to today's rapidly shifting marketplace, but people and organizations are naturally resistant to change. Coaching can facilitate productive change in persons, teams, and systems by enabling leaders, managers, and employees to uncover potential that might otherwise go untapped.

Successful companies focus on the ‘measurables’ of performance, such as profit, productivity and customer satisfaction. Yet there is a growing recognition that world-class organizations recognize that these measurements are the outcome of performance rather than the cause. They tend to focus on leadership practices, cultural factors and the learning and development practices that drive performance.

Coaching is not a fashionable alternative vehicle of managerial control.  Leaders do not have time or capacity to control anymore. They have to empower, to delegate to create a culture of responsibility and self-generated actions. Coaching and leadership, in many ways are synonymous.  Both work through relationships, through dialogue and work towards possibilities and growth.  It is not simply a matter of learning techniques. Coaching is not a technique. It involves a way of viewing the world, relationships and the organization.

Coaching then is a distinct way of communicating, relating and acting based on the commitments of human beings to accomplish more than has previously been accomplished. It is about breakthroughs - about producing unprecedented results in organizations and work in any field. Coaching is about working with people to show them new possibilities and assist them in taking actions previously not obvious to them. Coaching is the capability to alter or shift the structures of interpretation, the context, the ground of being within which people normally operate. In this sense, introducing coaching competencies into an organization is a very powerful strategy for modifying or creating a culture which is more adaptable to change and growth. 

Coaching provides an answer to some new challenges facing today's leaders.....
How do I know if my commitments and actions are aligned?
How do I sustain momentum?
I am committed to learning and development but I need to find more time for reflection about what I do and what I really care about.
As a leader, I need to commit to do things I do not know how to do.
As a leader I need to be listening beyond what is actually said. I need to be listening in a new way if I want to gain access to new possibilities. But how do I do this? What is missing for me to achieve a breakthrough?
What new competencies should I be learning?

However, organizations are not investing enough in helping their managers/leaders develop cutting-edge coaching skills -with some significant bottom-line consequences.
In a recent large industry-wide study it was found that most managers reported that they were confident in their ability to coach. However, the study showed that the managers'/leaders' skills levels as coaches were typically poor and that as a consequence they were not nearly as effective in their coaching as they believe themselves to be. Often times, they believed that coaching consisted of providing 1-to-1 instructional feedback to their staff members on what to do in a given situation -but, that's not coaching, it's managing or counselling. A well-trained Manager/Leader as Coach supports their staff by using advanced developmental and learning tools and providing them with personalized self-coaching strategies to achieve sustainable results. 

Management Coaching -Benefits
Training senior managers to coach produces breakthroughs in their capacity to meet today's organizational challenges and to empower others in their work environment. Managers learn that by being a coach they can modify or create an organizational culture that is more adaptable to change and open to new possibilities. 

Managers as a Coach learn how to:

Some More Organizational Benefits:

	Managers obtain a clearer sense of their commitments and those of their organization, in a way that increases alignment, enrolls people in new possibilities, reduces waste and achieves measurable gains in individual and organizational effectiveness.
	Managers become more competent in generating and maintaining effective relationships, both professional and personal, resulting in increased levels of trust and accountability in the organization.
	Managers expand their understanding of organizational and interpersonal dynamics (including moods and recurring patterns of behaviour and culture) in ways that enable them to empower themselves and others to achieve results.
	Managers will be able to help others expand their levels of responsibility and their capacity for initiative and action, resulting in people taking greater risks to produce results aligned with departmental vision and leadership.
	Managers become more effective as a manager and leader by understanding and adopting the proven principles of coaching and empowerment.
	Managers will begin to develop the kind of unity and team spirit that enable powerful work relationships to achieve unprecedented results.