Employers are using formal coaching programs to prepare workers for management positions, according to Nov. 28 research from the Association for Talent Development.
While only 38% of respondents to ATD’s survey said they use formal coaching, others expressed a plan to adopt such programs during the next two years.
Employers with formal coaching programs said they primarily use them to improve workers’ leadership and management skills. The next most-frequently cited benefits were improved performance and improved job satisfaction.
Respondents said they were most likely to offer internal coaching to employees in the leadership pipeline as well as to high-potential employees. External programs were most often used for executive coaching.
Employers without such programs told ATD a number of barriers that stand in the way. Among other things, respondents cited time and budget constraints, knowledge on how to administer a program and a lack of support from leadership.
While learning and development budgets have generally remained strong during the pandemic, the predicted recession could put a damper on HR’s plans. Sources recently offered HR Dive details on three steps to pitching an L&D budget: point directly to how a program will meet a business need; employ strong data; and find influencers within the company to help make the pitch
