How might I use coaching in my organisation to motivate and reward staff?
In the past coaching has been seen by some individuals and organisations as remedial activity. This is an outdated and unhelpful view and doesn’t reflect the very significant contribution coaching can play in motivating and rewarding staff, developing potential and creating the conditions for effective employee engagement. Coaching is a great way of developing people at all levels in organisations, and supporting and challenging high performers to be even more effective, satisfied and fulfilled in their work and lives. Using a coaching approach is also an excellent way of nurturing and rewarding talent and reviewing learning and acknowledging success after a big project or significant piece of work.
Research from the field of positive psychology suggests that human beings fundamentally want autonomy – to be able to do things for themselves; they naturally seek to develop competence; and look to achieve and experience strong, supportive mutual relationships. Coaching works because the more you encourage this autonomy, competence and relatedness, the more individuals will grow in confidence and the better they will perform.
Substantial research evidence also suggests that there is more to be gained by building on existing strengths than on trying to improve areas of weakness, and coaching is an excellent way to do this. Supporting people to identify and work to their strengths in their roles or teams is a wonderfully affirming way to build confidence and fulfilment in work, and pays dividends in terms of retention and enhanced individual and organisational performance. That’s what I call a real win-win situation!