Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+

Personnel Today

Register
Log in
Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+

Coaching and mentoringLearning & development

Opinion: Matchmaker, matchmaker, find me a coach

by Personnel Today 26 Jul 2006
by Personnel Today 26 Jul 2006

Much time and money are wasted by organisations that fail to the match clients and coaches.

Well deployed, coaching can increase an organisation’s productivity, organisational strength and customer service. For the individual, it promises to improve their leadership effectiveness, personal mastery and job satisfaction. But the ‘wrong fit’ can lead to disillusioned staff and squandered organisational resources, and many organisations are not taking the time to match-make appropriately.

Some organisations don’t achieve the right match because they think just having a coach is enough. Coaching that thrusts any coach on any employee is wasteful – 99% of bad fits can’t be fixed, which means it is crucial to get it right from day one.

Although it can be time-consuming, getting the match right pays dividends and is the single most significant factor in predicting successful outcomes. I have met key senior players who have turned away from individual personal development because they thought their coaching was “woolly” and “directionless”.

Experience will equip the most accomplished coaches with the self-insight and tools to adopt a chameleon-like quality with which to approach each new engagement. But other factors must be considered. For example, current business issues that the client is wrestling with; comparisons of those to the background of the coach; the client’s self-awareness and receptiveness to feedback and their behavioural patterns and thinking styles; and the proximity and availability of both parties.

These cannot always be assessed on paper. Our coaches sometimes have dinner with executives so that both parties can decide whether the common ground and quality of interaction are likely to make a suitably dynamic relationship.

The intangible success factor is the extent of personal chemistry between the coach and client. If the match is not right, the client will be reluctant to accept feedback and unwilling to try new approaches. A calm, analytical person may not respond well to a passionate, energetic coaching style. Likewise, although coaches should be slow to judge, even the most professional of us can struggle to care about, or commit to, supporting those whose values differ significantly from our own. Opening the door to the possibility of change requires a coach to understand what motivates the individual and be able to use this knowledge to advise on constructive personal development.

Finally, matching evaluation should be built into the coaching process, with both coaches and clients being given explicit permission to assess, and if necessary veto, their proposed partner. Periodic updates should be undertaken by both parties based on progress against objectives and relationship effectiveness. Time spent on the matching process is never wasted.

Sign up to our weekly round-up of HR news and guidance

Receive the Personnel Today Direct e-newsletter every Wednesday

OptOut
This field is for validation purposes and should be left unchanged.

Adrian Starkey is head of coaching and executive development at DDI Europe, an HR consultancy.

Have your say

If you want to air your views about training and coaching topics, or comment on an article, send your opinion to:
[email protected]


Personnel Today

Personnel Today articles are written by an expert team of award-winning journalists who have been covering HR and L&D for many years. Some of our content is attributed to "Personnel Today" for a number of reasons, including: when numerous authors are associated with writing or editing a piece; or when the author is unknown (particularly for older articles).

previous post
Parent-friendly holiday rotas could land employers in trouble
next post
Plans to privatise NHS logistics division leads to vote for strike action by staff

You may also like

Skills shortfall in construction threatens housing target

4 Jul 2025

Data skills gap getting in way of AI...

3 Jul 2025

Employers bemoan Gen Z’s lack of ‘work readiness’...

24 Jun 2025

Employees want more upskilling and apprenticeships to narrow...

20 Jun 2025

AI is here. Your workforce should be ready.

18 Jun 2025

Multiverse to open up 15,000 apprenticeships

9 Jun 2025

Education secretary sets out priorities for Skills England

2 Jun 2025

Investing in skills when budgets are tight

12 May 2025

Leading with honest feedback: A responsibility in recruitment

24 Apr 2025

High-level apprenticeship spend doubles in five years

16 Apr 2025

  • Empower and engage for the future: A revolution in talent development (webinar) WEBINAR | As organisations strive...Read more
  • Empowering working parents and productivity during the summer holidays SPONSORED | Businesses play a...Read more
  • AI is here. Your workforce should be ready. SPONSORED | From content creation...Read more

Personnel Today Jobs
 

Search Jobs

PERSONNEL TODAY

About us
Contact us
Browse all HR topics
Email newsletters
Content feeds
Cookies policy
Privacy policy
Terms and conditions

JOBS

Personnel Today Jobs
Post a job
Why advertise with us?

EVENTS & PRODUCTS

The Personnel Today Awards
The RAD Awards
Employee Benefits
Forum for Expatriate Management
OHW+
Whatmedia

ADVERTISING & PR

Advertising opportunities
Features list 2025

  • Facebook
  • Twitter
  • Instagram
  • Linkedin


© 2011 - 2025 DVV Media International Ltd

Personnel Today
  • Home
    • All PT content
  • Email sign-up
  • Topics
    • HR Practice
    • Employee relations
    • Learning & training
    • Pay & benefits
    • Wellbeing
    • Recruitment & retention
    • HR strategy
    • HR Tech
    • The HR profession
    • Global
    • All HR topics
  • Legal
    • Case law
    • Commentary
    • Flexible working
    • Legal timetable
    • Maternity & paternity
    • Shared parental leave
    • Redundancy
    • TUPE
    • Disciplinary and grievances
    • Employer’s guides
  • AWARDS
    • Personnel Today Awards
    • The RAD Awards
  • Jobs
    • Find a job
    • Jobs by email
    • Careers advice
    • Post a job
  • Brightmine
    • Learn more
    • Products
    • Free trial
    • Request a quote
  • Webinars
  • Advertise
  • OHW+