People feel more ‘engaged’
A coaching style of management helps staff members to identify their strengths.
Coaching supports people in getting clear about their long-term development goals and linking them to the goals of the organisation, improving morale.
Coaching also helps employees to make plans to reach their development goals and tie these plans to their daily work, increasing motivation.
The ‘emotional climate’ improves
Many organisations pay lip service to the idea of valuing their people. A coaching management style actually demonstrates to people that they are valued by sending the tacit message that “I believe in you, I am investing in you, and I expect your best performance’.
The increased levels of trust and respect in a coaching culture improve the ’emotional climate’ – how people feel about working there. This has benefits in improved creativity, faster recovery from setbacks, and being able to see more of the bigger picture.
Research suggests that differences in the emotional climate of an organisation can account for 20 to 30 % of business performance.
People develop faster
Coaching managers delegate and give people challenging tasks that stretch them, rather than just seeking the shortest distance to getting the job done. This allows people to develop their own decision-making and leadership abilities.
Local authorities have even more to gain from coaching
Because people tend to stay longer than in the private sector, a local authority has more time to get a return on its investment in coaching.
 Fredrickson, B. L. (2003). The value of positive emotions. American Scientist, 91, 330-335
 Goleman, Boyatzis and McKee, The New Leaders (Little, Brown 2002)