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The business case for coaching

Executive coaching – when done well – can inspire and empower people, build commitment, increase performance and productivity, grow talent, promote success, and build high performing teams. It is, quite simply, a way of facilitating positive change faster than it might happen on its own.

Coaching is increasingly seen as a flexible, individually-tailored business performance intervention and an accelerator of organisational learning – a crucial component for enterprises to innovate and thrive.

What is coaching?

Executive coaching is a one-to-one learning and development intervention that uses a collaborative, reflective, goal-focused relationship to achieve professional and personal outcomes valued by the person being coached.

What is team coaching?

Team coaching is a highly effective methodology for addressing the unarticulated issues of a business unit which hold it back, and freeing up the creative resources necessary for engagement, collaboration, and innovation.

Team coaching is conducted with the business unit head and his or her senior team members, typically 4-6 members.

Does it work?

There is a consistent body of research that supports the positive effects of coaching as an approach to employee learning and development in organisations, and leadership effectiveness.

People who have experienced coaching overwhelmingly report that they were satisfied and would recommend it to others. Various assessments of return on investment (ROI) report the return to be at least equal to the investment, and by some estimates up to seven times the cost of coaching.

How much does it cost?

Investing in coaching has a multiplier effect. Not only does it contribute to more effective individual leadership, but it also promotes better communication both within business units and across boundaries. And as the quality of conversations change the culture changes.

Coaching delivers more bang for the training budget buck, particularly in the areas of self-management, leadership effectiveness, and preparing for succession. Coaching is an individually tailored learning agenda that helps to fast-track development.

If you want to improve the performance of your organisation and the engagement of your employees, and if you must do it quickly, then professional coaching is the answer.

Be part of the discussion

How would you implement a successful coaching programme? What steps do you think ca nbe taken to boost efficacy? Share your thoughts. Join our open Google Group to participate in the conversation.

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Who are the coaches?

Head of Iclif Coaching Practice, Peter Webb chairs the Iclif Coaching Panel, which is made up of a core of highly experienced Faculty Coaches, together with carefully selected Panel Coaches to suit client needs.

Head of Iclif Coaching Practice – Peter Webb

Peter has over 4,000 hours’ executive coaching experience, specialising in coaching for wise decision-making in senior leaders. He has more than 30 years’ experience bringing about conscious and long-lasting change in business leaders, teams, and organisations across Asia-Pacific.

Areas of Experise

  • Wise Decision Making
  • Mindful Leadership
  • Organisational coach training
  • Building a coaching culture
  • Executive development
  • Facilitating high performance senior management teams

Business Background and Experience

Peter’s focus on coaching for wise decision-making goes back to growing up and working in Papua New Guinea in the 1970’s where he learned first-hand the significance of culture in making decisions. After working in human resources management roles in the mining and energy sectors in Australia he left to train in naturopathic clinical medicine. This led to conducting and managing several successful practices in Queensland and later taking up training and management roles in the natural pharmaceuticals industry in Australia and North America. From this, Peter developed an understanding of complex systems and the mind-body connection which he took into his next career in 2001 as an executive coach and consultant for high-profile private and public organisations in Australia.

Since 2016, Peter has been living and working in Asia as a Director, Research and Curriculum for Iclif, coaching Asian CEOs, conducting executive development programmes, and managing large consulting projects.

Coaching Approach

Peter easily builds a warm and trusting alliance with the client due to his background as a psychologist. Yet, his understanding of complex dynamic systems helps him quickly get to the core issues. He applies evidence-based solution-focused coaching practices, positive psychology, mindfulness, psychometric evaluation, and the psychology of wisdom to help clients dissolve their inner and outer obstacles to achieving their goals and living well

Qualifications and Memberships

  • Accredited Organisational Psychologist, Australian Psychological Society (Melbourne, Aust.)
  • Endorsed Psychologist, Australian Health Practitioners Regulatory Authority (Canberra, Aust.)
  • Accredited Organisational Coach Level 2, Institute of Executive Coaching and Leadership (Sydney, Aust.)
  • Presencing Foundation Program for Social Change, Certificate, Presencing Institute (Boston, MA)
  • Accredited Senior Trainer, Corporate Based Mindfulness, Potential Project (Copenhagen, Den.)
  • Certificate IV Training and Assessment, Southern Cross (Sydney, Aust.)
  • Education: B.Econ.Hons.(Org. Psych.), U.Q.; M.Appl.Sci.(Coaching Psych.), U.Syd.; B.Naturopathy, ACNEM
  • Diagnostics: Hogan Profiles, MLQ, LSI, TMS, COF
  • Memberships: Member International Coach Federation, Founding Member University of Sydney Coaching and Mentoring Association; Founding Member International Society for
  • Coaching Psychology; Member Australian Psychological Society and Coaching Psychology Interest Group; Founding Member European Mentoring and Coaching Council Asia Pacific Region