The Coaching Conundrum: Why Managers Struggle and How It Impacts Your Business

In today’s rapidly evolving business landscape, where technology increasingly drives change, effective leadership is more crucial than ever. As organisations adapt to new tools and digital workflows, the role of managers has expanded, requiring them not only to oversee operations but also to nurture and develop their teams amidst constant transformation. Despite this growing need, a critical gap remains in one of the most essential leadership skills: coaching. The ability of managers to guide, coach, and empower their teams is not just a nice-to-have; it’s essential for any organisation aiming for sustained success. However, recent statistics highlight a concerning trend: many managers are ill-equipped to fulfil this role.

In the video below Rachael McCall, (Puritas Founder) Executive Coach & Leadership Specialist, talks about the benefits of coaching for all employees, not just senior executives.

The Coaching Skill Gap: A Silent Barrier

One of the most startling findings comes from a report by HR Dive, which reveals that only 31% of front-line leaders feel they receive adequate coaching from their managers. This is a glaring issue, as front-line leaders are often the ones directly influencing the broader workforce. Without proper coaching, they struggle to develop the skills needed to drive team performance and engagement.

But the problem doesn’t stop there. The same report shows that many managers themselves lack confidence in their coaching abilities. On average, they spend just 9% of their time developing their direct reports. This is a minuscule fraction, considering the outsized impact that effective coaching can have on both individual and organisational success.

Time Constraints: Perception vs. Reality

One of the most common reasons managers shy away from coaching is the perceived time commitment. Coaching is often seen as a time-consuming activity that competes with other pressing responsibilities. But this perception is more myth than reality. While it’s true that coaching requires time, the return on investment—in terms of increased employee engagement, productivity, and job satisfaction—far outweighs the initial time spent.

Yet, despite these benefits, the statistics show that coaching remains a low priority. Again, only 9% of a manager’s time is typically dedicated to this crucial activity. This underinvestment in coaching not only hampers employee development but also limits the overall growth potential of the organisation.

The Training Deficit: A Missed Opportunity

Another major obstacle is the lack of training available to managers. Many organisations fail to provide the necessary resources to help their leaders develop strong coaching skills. This leaves managers feeling unprepared and hesitant to engage in coaching, creating a vicious cycle where the lack of coaching leads to poor performance, which in turn reinforces the belief that coaching is ineffective or unnecessary.

Addressing this training gap is crucial. By investing in comprehensive coaching programmes, organisations can empower their managers to become effective coaches. This not only enhances their leadership capabilities but also fosters a culture of continuous learning and improvement within the organisation.

The Ripple Effect: Coaching and Employee Engagement

The impact of effective coaching extends far beyond the individual manager or employee. Organisations that cultivate a strong coaching culture report significantly higher levels of employee engagement. According to research, companies with robust coaching practices see engagement rates soar to over 60%, compared to just 48% in organisations where coaching is less prevalent.

This difference in engagement levels is not just a statistic; it translates into tangible business outcomes. Higher engagement is linked to increased productivity, lower turnover, and better overall performance. In other words, investing in coaching is not just an investment in people; it’s an investment in the future success of the organisation.

Bridging the Coaching Gap: A Call to Action

The statistics paint a clear picture: there is a critical need for improved training and support to help managers develop their coaching skills. By addressing this gap, organisations can unlock the full potential of their leaders and, by extension, their teams. The benefits are clear—better employee engagement, higher performance, and a stronger, more resilient organisation.

It’s time for businesses to take coaching seriously. The success of your organisation depends on it.

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Ready to take the next step? Start investing in your managers’ coaching skills today and watch your organisation thrive, book a free consultation to find out more, your leaders—and your bottom line—will thank you.

Alternatively check out our open course Coaching Approaches for Managers & Leaders, which can also be delivered in-house for your company in a manner that suits your needs.