Coaching employees to even greater success

Providing therapy and coaching employees of local organisations is becoming an increasingly significant part of my work.

Traditionally, my clients have been individuals who have seen that they can improve their situation in life, emotionally and practically. They seek me out because they need a professional. They want someone to coach them and help them find ways to overcome their blocks and self-imposed limits.

High quality employers who value their colleagues and want to get the best from them, are now beginning to seek out coaching and therapy professionals to work with individuals in their company. They may be experiencing difficulties that are affecting their professional and personal life.

As a forward-thinking and responsible employer, Alexander Rose recognises that we need to look after the social and emotional wellbeing of our staff.  

We have used Robert on an ad-hoc basis to support staff with life’s challenges, and have been very satisfied with the results.

Mike Brand, Finance Director, Alexander rose

I know that many large companies buy services from providers of employee assistance and wellbeing such as Validium or Health Assured. This may be a good solution, but there is some evidence that employees are reluctant to use them for several reasons.  There is an article on this subject on the Psychology Today website.

What kind of coaching support do employees need?

Typical scenarios that arise in relation to workplace issues might be:

• the sales person who has confidence issues;
• changes in role that require new skills such as public speaking or networking;
• employees whose personal circumstances are interfering with their success and performance at work;
• colleagues who are experiencing stress and anxiety at work;
• staff suffering from depression;
• relationship issues.

Commonly the company will approach me initially, with the permission of the employee concerned. They request some support and I will usually follow this up. I usually give a free initial consultation for the member of staff concerned and we will talk through the issues that concern that person. From the start, any conversation with the employee is completely confidential. I make it clear that none of the content of such conversations will be shared with the employer without permission.  This is very important and one of my core principles.

Following the consultation, and if the employee agrees, the employer will arrange for the member of staff to have further paid appointments. Typically the employer pays for the sessions directly.

I will then continue to work directly with the client on any issues or development. My feedback to the employer is usually limited to confirming that the employee is attending the paid sessions regularly.  I may also, ask for other feedback from the employer, but always with the direct permission of the member of staff concerned.

What’s the benefit of coaching employees for the employer?

I know from my conversations with clients that they very much appreciate this direct support from their employer. Consequently they have a high commitment to change. This commitment is very important to the success of the sessions.

Clients generally also report to me that their colleagues at the work-place notice the changes in them as they progress through the sessions. This is a very positive experience for them and helps them develop even more.

The best employers truly want to support their staff because they value their employees on a very personal level. Quite simply they want to do the decent thing because they care. Additionally though there are practical advantages to offering this kind of support.  Employers recruit and retain committed and loyal staff and improve performance and work-place morale.