Business coaching trends to watch out for in 2023

Coaching Trends to watch out for in 2023

The search for coaches globally on LinkedIn by April 2020 was more than 6,280,000. According to the ICF survey, total income from business coaching in 2019 was estimated at $2.849 billion, showcasing a rise of 21% from 2015.

Business Coaching initially appeared 20 years ago and gained considerable fame in the last decade. Today it is something that most companies are pursuing, especially to attract and retain top talent. It doesn’t come as a surprise that coaching networking is over-growing and has a rising number of potential clients. Companies with a strong coaching culture have an income above their peer. So, as a coaching client, it is crucial to raise awareness of all these things to ensure you’re looking for and working with the right people. Here are some trends to look out for in coaching 2023.

Table of Contents

World coaching demographics

Quick proceeding from 2020, there are five global coaching federation chapters known in India. With over 4500 professional coaches in India offering to coach Indian and international clients, the pressure to remain agile, creative, and empowered is high. It is clearly making it essential for the coaches to develop self-awareness. The presence of a good coach helps the coachees to enhance their self-awareness accordingly and facilitates them to collaborate and act relevantly.

Speaking internationally, as per the International Coach Federation, there were 53,300 coaches in 2011, and around 92% of them are still active. From these, about 33% work in the US, meaning 17,500 coaches. Hence it is predicted that the market value will rise at a rate of 6.7% and increase to USD 1.34 billion by 2022.

As per the PWC, the coaching sector is one of the most significant growing sectors globally. The estimated market size across the world was $15 billion in 2019, which is expected to rise to $20 billion by 2022.

Investment in coaching – its significance and outcome

According to the proven results, coaching causes massive improvement in significant areas:

  • It improves work relationships in teams by 50%
  • It boosts worker’s ability to see other’s viewpoints by 47%
  • It adds a good work environment by 40%

As per a study of Manchester Review done on Fortune 1000 companies, it was stated that coaching leads to better customer service, enhanced reduction in cost, and better profitability.

So developing a coaching culture in your company doesn’t just boost employee retention but also enhances your bottom line profits by 22%. But how much investment should you make to reap these benefits?

Here are some factors to consider to make sure investment in coaching delivers the results it promises:

  1. The coaching strategy: It is essential to develop a coaching strategy and link it with the company’s HR, business, and L&D strategy.
  2. Purpose of coaching: It is essential to outline the purpose and use of coaching. It includes the desired results. The company should clarify the type of coaching they want, external, internal, or manager as a coach.
  3. Setting the goals: The objectives of the program should be agreed upon by the company and everyone in, coach, manager, coachee, and top management. Coaching is witnessed as support to accomplish business objectives.
  4. Learning cultures: The company’s learning culture aims to develop the workplace.
  5. Sponsorship: The company’s leaders are coached for their activity and behavior.
  6. The coaching framework: The organization develops a structure and practices for selection, coach-coachee match, and assessment of internal and external coaching activities.
  7. Managing coaching: the company should have a devoted team to work on the coaching provision. The staff members have high levels of knowledge about coaching practices.
  8. Aligned with other processes: Mentoring, developing programs, talent management, reward management, feedback, and performance management should be aligned with the coaching program.

96% of the respondents, according to the ICF Global Coaching Client Study, stated they would choose the procedure again, and around 99% of the coaching clients gave somewhat or very positive feedback. A significant number of companies (about 86%) said they would at least re-invest in coaching.

Make a good investment – Choosing a good coach is a significant investment. The ICF suggests companies interview three coaches before picking one and ask for a minimum of two references from their selections.

According to the eligibility criteria of ICF, all coaches should commit to particular coach-specific training and abide by the ICF’s code of ethics.

Different coaching trends to look out for

Digital Transformation

With online being the new norm, coaching has too undergone a virtual transformation. Digital coaching via audio-visual means has surpassed F2F coaching. The global adoption of virtual coaching has created better opportunities for coaches to expand their client base. so, using the right digital marketing skills, work exceptionally as a great coach.

Higher accountability in coaching

Currently the coaching profession is unregulated. It means that anyone with a passion to help can coach, but certifications like ICF, Sherpa Coaching, iPEC and Health Coach Institute are sought after by coaches and clients. The bar of coaching standards is higher which adds in more accountability.

Focus on holistic wellness

As per a CDC survey, in 2020, 31% of people reported anxiety symptoms and 13% reported enhanced use of substance. These numbers double the pre-pandemic figure. This is because of the lack of balancing work-life.

Hence, companies are emphasizing on holistic approach to thrive in the new norm. And, there’s no other better way to promote it other than coaching.

Different types of coaching undertaken

There are different types of coaching that people talk about in the workplace. Working a training method to drive leaders to address goals and support their precise reports to share and get the guidance, coaching is a tested approach to increase individual performance. One-third organizations have all three modalities i.e, external, internal and manager as a coach. Here are the different types of coaching you can go for

  • Executive Coaching

Executive leadership coaching is a standard workplace coaching method. It is an excellent way to enhance most leaders’ performance, help them make phenomenal transitions, and allow them to change behaviors that may hamper their productivity and performance.

Executive leadership coaching usually starts with a coach-coachee match procedure to ensure a perfect fit between the two, followed by evaluations and alignment meetings with stakeholders.

During the coaching engagement, the coach will help the executive know and use the data from the evaluation and create a development plan by addressing business and interpersonal challenges.

The supportive environment offered by an executive coach helps boost new ways of thinking, acting, and influencing to accomplish significant business results.

  • One-on-one coaching

The one-on-one coaching is a process where a coach helps leaders overcome the hurdles by supporting them with the necessary skills for their role.

  • Blended coaching

It includes a combination of one-on-one and group coaching allowing democratization of the coaching procedure. It allows a wide number of employees to gain access to a coach. Though the program is offered for a shorter tenure than executive coaching engagement, it helps provide higher leadership development learning.

  • Team Coaching

Team coaching works at all levels of the company from C-suite to front-line members. It is a unique type of coaching in the workplace for high-performing teams and recruits equally to work together and efficiently.

Team coaching involves many approaches and formats to develop healthy and interactive sessions and higher performance and productivity. They are structured for specific projects or a plan.

The coach works with the team leader to create a schedule and then organizes, meeting with the right teaching content. Team coaching also includes more practical and less scripted methods like helping a project team or supporting a process with unplanned moves. Sometimes, the coach just observes the workforce while working in their usual work environment and offers coaching according to those observations.

  • Digital Coaching

Virtual coaching is a common type of workplace coaching. Even before the trend of WFH came into existence, companies were getting global and digital meetings gained relevance. This is where digital coaching gained pace.

This coaching has become quite common in workplaces, and all the previously mentioned types of coaching, whether team, executive or integrated, can be done digitally.

Digital coaching is a perfect option for coachees and teams that span across different nations or time zones, along with those looking for a coaching arrangement that can meet their hectic schedules. Making video as a means, a virtual coach can interact and work the same way as in face-to-face coaching. Additionally, the coach-coachee fit procedure is not restricted to geographic travel limitations but includes flexibility and compatibility.

Which category opts for coaching the most?

For many companies, implementing a coaching culture is the usual goal. Developing a coaching culture includes more than simply instilling one type of coaching. It consists of the transition of undrafted rules, values, behaviors, and processes to spread a coaching mindset and coaching process throughout the company so that coaching becomes the company’s identity. A coaching culture enhances how employees work and engage with each other and how they engage with customers and prospects.

Usually, companies that seek to develop a coaching culture hold experience in using one of the different coaching types mentioned to see its positive results. Once they gain success, they want to better their workplace culture by developing coaching conversation abilities and making coaching more easily accessible.

Post the pandemic, virtual coaching emerged as one of the most common types of coaching, adopted by companies to fulfill their requirements. To date, it is one of the essential forms of coaching that most companies choose.

Diversity and coaching

Recently, with companies focusing on enhancing workforce diversity, more and more coaching programs are based on training and developmental activities for women. 31% of companies state that coaching is a fixture in their company with a given budget. The objective of such programs is to contribute to meeting the gender diversity target of companies.

Basically, the coaching for diversity works on specific diversity traits secured by equality legislation. It is done on a group or individual level, factoring in all types of personal characteristics with examples. Though it is an inclusive method, treating all differences equally can lead to trivializing them. Coaching for diversity is impacted by choosing the proper focus for diversity management and the needed pragmatism to provide relevant interferences which facilitate the change required to boost organizational diversity.

Companies that embraced diversity and inclusion management have worked on gender coaching. Female employees are the under-represented group, and the rise in attention to gender diversity will help boost the nation’s competitiveness. Often women coaching programs are provided at particular career stages and life transitions. It majorly focuses on offering leadership development courses to senior female staff. Research proves such coaching programs develop a safe space, boost confidence, enhance self-awareness and genuineness and increase the quality of relationships and career progression in women ((Bonneywell, 2017; Broughton & Miller, 2009; De-Valle, 2014; Worth, 2012)

However, it should be considered at all career stages to ensure an efficient talent pipeline. Early talent programs including coaching for women staff removed issues like early career behavior such as lack of confidence and low career ambition.

A review of the current research studies on coaching for gender diversity reveals that it has several advantages at the individual level in promoting gender diversity goals at a company, from retention to career progression of women employees. Using coaching, companies can fix the person and divert effort from a cultural shift to a diverse and inclusive workplace.

How the skilled coaches at uExcelerate help you with coaching?

All these benefits can be quickly gained by choosing reliable and efficient coaching. uExcelerate offers the best coaching programs for diversity, inclusiveness, equality, and performance management. So, teams can work towards their goals individually and in groups to perform incredibly well; coaching helps to offer a wide range of diversity to accomplish inclusivity at all levels.

uExcelerate is a consistently developing coach marketplace decked with highly professional, elite and certified coaches from across the globe. Using the coaching science and AI-based coach-coachee match, it ensures to choose the most compatible and reliable coach for you to ensure a successful coaching journey. The coaches are highly skilled and certified in areas of DiSC, Hogan, EMCC Global, Association for Coaching and ICF, increasing your chances to gaining the maximum in your career role.

Overall with uExcelerate, you can expect you increase your organization’s diversity and promote the productivity of your whole team. So, simplify your coach search process with three simple steps using the AI- algorithm and get the ideal match for you. Choose your digital coaching course now and see what it can do for your workplace.

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Payal Koul Mirakhur

Payal Koul Mirakhur