With more positive news on the economy appearing in the press recently, many organizations are now beginning to look at how they can enhance the effectiveness of their key employees, leading to improved company performance. Recent findings from the CIPD suggest that coaching is a key development process being used to achieve this.

The use of coaching in learning and development has seen significant growth over the past few years and is perceived to be a very effective tool by many organisations. Indeed, more than two thirds of respondents to this survey make use of coaching within their organisation.

• The most widely used talent management activities are in-house development programmes (88%) and coaching (86%).
• Over two-thirds (69%) of respondents use coaching within their organisations.
• Coaching appears to have forged closer links with management development over the last year. Fifty-five per cent of respondents agree that coaching is part of
management development initiatives in their organisation, an increase of 8% on the last survey.
• While coaching may not be seen as a particularly formal process (only 36% say that in-depth training is provided to coaches), it is viewed positively by many.
Fifty-seven per cent agree that being a coachee is encouraged, and 62% feel that coaching is seen primarily as a positive development opportunity rather than a
remedial intervention.
• Over three-quarters (76%) of respondents believe there to be deficiencies in their organisation’s leadership and people management skills.
• A similar proportion believe there to be a shortage of skills applicable to coaching, mentoring and developing staff (75%) and performance management (74%).
• Of the talent management activities used by organisations, coaching came out as the most effective.