Is it worth investing in outside coaching for an employee?

Here are five questions to help you find the correct answer.

1. VALUE – Are they worth it?

Is their current performance or their potential valuable to your organization? Executive coaching could be time-consuming or expensive; therefore, reserve it for high-performers.

2. CHALLENGES – Is there a pressing need?

Can you pinpoint the problems they are facing right now? Some of the employee’s challenges may not be business-related but could still adversely affect performance expectations. Leaders must demonstrate alignment with the organization’s vision, mission, and values. Leadership coaching can help regain that alignment.

3. WILLINGNESS – Are they willing?

Is your employee willing to work with an outside coach? If someone on your team is not reasonably open to self-improvement, you may want to re-examine your answer to the first question.

4. ALTERNATIVES – Could you do it?

Have you considered alternatives to outside coaching? Better mentoring, training, or direct coaching from you are possibilities you may want to explore before looking for an external solution.

5. SUPPORT – Is there support?

Are other members of your team willing to support your employee’s growth and change? Explicit Are other team members willing to support your employee’s growth and change? Explicit or implicit negative reinforcement will neutralize any investment you make. Your work environment should bolster, not undermine, the development of all your employees. If it doesn’t, use your resources to improve your organization’s culture instead.

NOTE: If you answered “No” to three or more of the questions, you might want to consider leadership development coaching for yourself first, or perhaps in concert with your employee.

If you have an employee who could improve their business acumen and communication skills, or you are interested in preparing someone for succession planning, it may be worthwhile to have a conversation with Karl Bimshas Consulting.