Life coach is defined as ‘a person employed to help people attain their goals in life’ (Oxford Dictionary) and ‘an advisor who helps people make decisions, set and reach goals, or deal with problems’ ( Marriem-Webster Dictionary). We could define a life coach as a professionally trained person who helps people maximise their potential, set and achieve their goals, increase self-confidence, reduce stress, and change their life.
Many successful people attribute their success to working with a coach or a mentor. Oprah Winfrey had stated that one of the reasons she has achieved the success she has was working with her Life Coach (Martha Beck) for more than 25 years.
“Coaching helps you stop the crazy mind chatter in your head that tells you all the time that you’re not good enough.” (Oprah Winfrey)
Coaching and mentoring have been extensively studied in various contexts, and numerous research studies have highlighted the benefits of these practices for individuals, organisations, and teams. The studies listed below contribute to the extensive body of research highlighting the multifaceted benefits of coaching and mentoring across various settings, from education and organisational performance to leadership development:
The International Coach Federation (ICF) found in their research that: “Professional coaching brings many wonderful benefits: fresh perspectives on personal challenges, enhanced decision-making skills, greater interpersonal effectiveness, and increased confidence. And, the list does not end there. Those who undertake coaching also can expect appreciable improvement in productivity, satisfaction with life and work, and the attainment of relevant goals.”
ICF RESEARCH SHOWED THE FOLLOWING BENEFITS OF LIFE COACHING:
Dr. Anthony Grant (associated with the Coaching Psychology Unit at the University of Sydney) is a renowned figure in the field of coaching psychology . His research has explored and investigated how coaching can lead to positive changes in various areas of individuals’ lives, including well-being, goal attainment, and performance, and how coaching can be used to support individuals’ mental health (Study: The impact of life coaching on goal attainment, metacognition and mental health, 2003.)
In the study “Benefits of Coaching Employees” by Grant, A. M. (2013), researchers explored the benefits of coaching in the workplace. The results showed that coaching led to improvements in work performance, goal attainment, well-being, and self-regulation. The study emphasizes how coaching contributes to both personal and professional development.
Study “The Impact of Executive Coaching on Self-Efficacy Related to Management Soft-Skills” by de Haan, E., Duckworth, A., Birch, D., Jones, C., & Long, D. (2013) focused on the impact of executive coaching on self-efficacy related to management soft skills. The findings indicated that coaching significantly enhanced participants’ self-efficacy, and this improvement was sustained over time. The study highlights how coaching can positively influence an individual’s confidence in their managerial abilities.
Study “The Impact of Leadership Coaching in an Educational Setting” by Kampa-Kokesch, S., & Anderson, M. Z. (2001) investigated the impact of leadership coaching in an educational context. The participants were leaders from various educational institutions who received coaching. The study found that coaching led to increased self-awareness, improved leadership skills, and enhanced job satisfaction among participants.
Study “Mentoring and Skill Development in the Information Technology Workplace” by Allen, T. D., Lentz, E., & Day, R. (2006) focused on the benefits of mentoring, explored how mentoring relationships impact skill development in the IT sector. The results indicated that mentoring significantly contributed to employees’ skill acquisition, advancement, and career development.
Study “Effects of Mentoring on Employee Work Effort and Performance: Main and Interaction Effects” by Scandura, T. A., & Ragins, B. R. (1993) examined the effects of mentoring on employee work effort and performance. The results showed that mentoring had a positive impact on both work effort and performance. Furthermore, the study revealed that the quality of mentoring relationships and the extent of mentoring interactions played a significant role in these outcomes.
Study “The Impact of Coaching on Academic Success” by The Gallup Organization (2014) focused on the benefits of coaching in an educational context. It demonstrated that students who received coaching and mentorship during their educational journey were more likely to experience academic success, such as higher GPAs, improved engagement, and increased likelihood of graduating.
Study “The Effects of Coaching on Sales Force Productivity” by Jones, R. J., & Woods, S. A. (1996) investigated the impact of coaching on the productivity of sales teams. The results indicated that coaching led to improved sales performance and effectiveness. The study emphasised the role of coaching in enhancing specific skills and motivating sales professionals.
Study “Mentoring and Career Outcomes: The Importance of Preparatory and Postpromotion Relationships” by Ragins, B. R., & Verbos, A. K. (2007) examined the relationship between mentoring and career outcomes. The findings suggested that both preparatory mentoring (before promotion) and postpromotion mentoring had positive effects on career advancement, salary growth, and job satisfaction.
Study “The Business Impact of Leadership Coaching at a Professional Services Firm” by Anderson, M., & Anderson, K. (2001) explored the effects of leadership coaching in a professional services firm. The results demonstrated that coaching led to enhanced leadership skills, improved communication, and greater self-awareness among participants. Additionally, the study highlighted the business impact of coaching in terms of increased revenue and client satisfaction.
Study “Coaching’s Forgotten Factor: The Impact of Measuring Financial Return on Investment” by Merrill, C. B. (2010) investigated the financial return on investment (ROI) of coaching interventions in organisations. It found that coaching programs led to increased financial benefits, such as improved productivity, higher revenue, and cost savings. The study underscores the importance of measuring the tangible outcomes of coaching efforts.
Study “Coaching for Improved Work Performance” by Green, L. S., & Grant, A. M. (2003) focused on workplace coaching and its impact on work performance. The results indicated that coaching led to improvements in work-related behaviours and skills, resulting in enhanced job performance. The study emphasised the role of coaching in fostering positive behavioural changes.
Study “Mentoring and Transformational Leadership: The Role of Supervisor Political Skill” by Eby, L. T., Butts, M., Durley, J., & Ragins, B. R. (2010) explored the relationship between mentoring, transformational leadership, and supervisor political skill. The findings revealed that mentoring and transformational leadership were positively associated with employee outcomes such as job satisfaction and organisational commitment.
Study “The Influence of Supervisory Mentoring on Employee Organizational Commitment, Job Satisfaction, and Turnover Intention: An Empirical Study” by Turban, D. B., & Dougherty, T. W. (1994) explored the relationship between supervisory mentoring and organisational commitment, job satisfaction, and turnover intention. The results indicated that mentoring positively influenced employee attitudes and reduced turnover intention.
Study: “Coaching and Goal Setting for New Teachers” by Neufeld, B., & Roper, L. D. (2003) investigated the impact of coaching and goal setting on new teachers’ professional development. The findings demonstrated that coaching and goal setting enhanced teaching effectiveness, self-efficacy, and job satisfaction among novice educators.
Study “Mentoring and Organizational Performance: An Empirical Analysis in Sales Organizations” by Ahearne, M., Mathieu, J., & Rapp, A. (2005) examined the role of mentoring in sales organisations. The results showed that mentoring positively influenced salesperson performance, job satisfaction, and commitment, ultimately impacting organizational performance.
Study “Coaching and Performance Improvement in an Organizational Setting” by Smither, J. W., London, M., & Reilly, R. R. (2005) investigated the effects of coaching on performance improvement within organisations. The findings suggested that coaching led to increased task performance and behaviours associated with success, indicating the role of coaching in enhancing job-related outcomes.
Study “The Role of Coaching in Leadership Development: Insights from a Multinational Organization” by De Meuse, K. P., Dai, G., & Lee, R. J. (2009) explored the impact of coaching on leadership effectiveness. The results revealed that coaching positively contributed to leadership skills, interpersonal effectiveness, and overall leadership development.
Study “Mentoring and Workforce Diversity: Bridging the Gap” by Blake-Beard, S., & O’Neill, R. M. (2008) examined the role of mentoring in promoting workforce diversity and bridging gaps among employees from different backgrounds. The findings indicated that mentoring positively impacted career outcomes for individuals from underrepresented groups.
Study “The Influence of Mentorship on New Teachers in China” by Wang, L., & Odell, S. J. (2002) explored the influence of mentorship on new teachers. The results highlighted that mentorship positively affected new teachers’ classroom practices, job satisfaction, and professional development.
With so many studies highlighting the positive benefits of coaching and mentoring in personal and professional growth, we can conclude that coaching and mentoring represent one of the important success factors that contribute to overall personal and professional growth and well-being of a person. If you want to work with a coach, click here to read about my signature life & success coaching program.
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