As executives get coached they develop more awareness and take more responsibility for their actions, mastering their own growth potential. The effects would filter through the organization as executives started coaching others.
Executive indicate they become more sensitive to others, develop more awareness about themselves, and take more responsibility for their own performance .
Organizations need to develop a new management paradign to more efficiently and successfully face the rapid pace of change. To make that strategic shift, executives of organizations will need to be committed to the process since executives reflect the management philosophy of organizations.
A strong unanimous consensus among executives is that the coaching process affected their personal life as well as their professional development.
Peters and Austin (1985) state "coaching is face – to face leadership that pulls together people with diverse backgrounds, talents, experiences and interests, encourages them to step up to responsibility and continued achievement and treats them as full-scale partners and contributors
Popper (1992) states "coaching improves performance at the skill level and establishes relations allowing a coach to enhance his trainee;s psychological development Coaching is an ongoing relationship enhancing self-efficacy and offering greater potential influence for learning and performance. Popper believes self - efficacy is the key psychological variable in coaching.”
Corporate Coaching ultimately sustains cultural change that heals, inspires, recognizes and celebrates the human spirit in people.
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