“Old habits cannot and will not support new goals or desires” – Jack Perry, Source Point Coaching
In the corporate workplace, it is all too easy to fall into a routine rife with bad habits, for employees and for management alike. We get comfortable, content, and yet this can lead to disengaged employees. Everyone needs a push now and then to get to the next level of our ability in life. At times, we do not know what we are capable of unless a mentor or a coach takes the time to show us what we might fail to see in ourselves.
The great, exceptional leaders in the workplace are willing to look at their employees, their subordinates, as people and recognize their humanity. They are able to see them as individuals with needs and wants, with habits and untapped potential.
We can read as many books as we like about leadership, but that does not necessarily mean that what we read will be taken into practice. Education about a subject does not always mean that what we learn will be executed. Oftentimes, when we try to find the answers through books and personal education, we tend to just go through the motions. More often than not, after a few weeks or months, we revert back to what was comfortable for us, forgetting what we tried to teach ourselves. When this happens, employees are left confused, without direction, and, perhaps most importantly, without motivation. This is what I like to call the “bungee principle.” Habits left unpracticed will never belong to us.
The Bungee Principle
If employers don’t address the mindset of their team to achieve new goals, they will find that mediocrity will become the norm. Furthermore, high achievers will become frustrated and, by extension, less satisfied with their jobs.
Over seventy percent of employees are disgruntled with or hate their current jobs. Usually, these dissatisfied employees stay with their company only because they feel they have no other choice. Employee dissatisfaction such as this isn’t only an economic loss. When employees are weighed down by limiting beliefs and false motivation, there is an astronomical loss of talent along with proprietary information.
Professional Development for your employees
When organizations set aside a portion of their budget to professional development, they send a message that they invest in their employees. The professional development gives employees extensive opportunities for personal development and greater prospects for career advancement. The Society for Human Resource Management calculated in a 2015 survey that forty percent of employees rated professional development aspects as very important to job satisfaction.
Formal learning experiences provide employees with a more comprehensive skill set. Even more valuable than the skills learned in such scenarios is the reassurance that their employer recognizes their value in the workplace and wishes to encourage their growth.
Developing your mindset, as well as that of your employees, is the hidden secret. This is where professional coaching can provide your workplace with just the boost it needs to break free from mediocrity and guide leadership and employees to develop new, positive behaviors and goals for corporate success. According to the American Psychological Association, investment in employee growth and development can improve the quality of the employee work experience, from which companies can prosper by benefiting from developing workers to their full potential.
Impact of Coaching on Employee Well-being study
A study conducted by Hicks, Carter, and Sinclair in the United Kingdom, titled “Impact of Coaching on Employee Well-being, Engagement and Job Satisfaction,” drew several key conclusions from their research base of coached employees. Namely:
- Employee perceptions of their well-being at work and in general rose significantly following coaching sessions
- Coaching increases overall well-being scores
- Coachees ability to relax, think clearly and feel useful shows marked the improvement
- Coaching allows employees to improve their ability to deal with problems well, cope with unexpected situations, and to feel closer to other employees in the workplace
- Coaching resulted in a rise in overall perceptions of employee engagement
A few responses provided in surveys of this same study highlight the positive effect coaching had on the overall workplace experience.
To quote the aforementioned study, coaching:
* Made [an employee] feel better equipped to handle whatever comes [their] way.
* Made [an employee] more aware that if [they are] in trouble then [they] can usually think of a solution.
* Made [an employee] more aware that [they] could solve difficult problems if [they] tried hard enough.
Looking in the mirror
Coaching can provide an opportunity for employees to take a look in the mirror. It helps to create an open and accepting environment in which it is safe to assess oneself and one’s habits, and it also provides employees with an open and engaging dialogue on how to improve. Forbes magazine encourages leadership to start turning from backward-looking performance reviews toward forward-focused performance development. Doing so increases employee engagement, and the investment in coaching is one of the most important investments a corporation can make.
Rather than feeling anger at poor employee engagement, poor habitual behaviors, or lack of employee satisfaction in the workplace, leadership should start to look at practical solutions to these obstacles. Developing employees through coaching is exponentially more beneficial in the long run than poor performance reviews and meetings rife with displeasure and scolding. Coaching shows employees that they are valued not only for their skill in the workplace but that they are also valued as human beings.
Bringing in a corporate coach can strengthen the rapport between leadership and employees. Doing so essentially says “I see you, I see your potential, and here is how we can work together to make your performance and the company as a whole more satisfactory to everyone involved.” It’s all too easy to stop believing in yourself when things stop going your way. When we’re stuck in a rut with no clear path out, it’s commonplace to throw our hands up and ask why we are still trying. This is when employees become dissatisfied with their jobs, the workplace, and with themselves.
To hire a coach, to bring them in and give your employees the coaching they desire, is to say “never stop believing in yourself, because this company hasn’t stopped believing in you.” A little bit of humor, some interpersonal engagement, and a lot of encouragement goes a long way to boost morale not only on the day of the coaching session but also in the long term. By providing employees with the skills they need to succeed, leadership can nourish those high achievers, boost their dissatisfied employees, and create an environment in which growth and prosperity are encouraged both in the corporate realm and also within their employees’ personal lives.
Hiring a coach
When our employees flourish, so do we. Source Point Coaching is devoted to helping corporations and leadership nurture the potential within employees. By working together, leadership, employees, and Source Point Coaching foster environments for healthy growth and development. Let’s work together to climb out of these ruts, filled with dissatisfaction and old, bad habits that create a comfortable, yet ineffective workplace. Together, we will create new habits, learn new ways to engage and be engaged, and create a place of learning and healthy communication, all for the betterment of our employees and our companies.