Research Paper By Melinda Stettler
(Leadership Coach, HUNGARY)
This paper shows a model how a coach can be a perfect partner in the process of human resource development to business leaders. To make this model more concrete it focuses on the middle management development at the local (country) and corporate levels. The middle management layer was chosen because this group of employees is usually not in the center of attention regarding competency development and coaching. The market of local corporations could be the closest market to coaches to start their business. Both segments are interesting to discover.
International surveys prove (The second-fastest growing profession – 2007) that coaching is an emerging market and it brings profit to the corporate world (Executive Coaching Yields Return of Almost Six Times its Cost!). The level of using this service is different from country to country (The European coaching survey 2007/2008) but as a tool, it is well known in the communities of human resource professionals, only one has to count the number of LinkedIn coaching groups.
Regarding the organizational development needs within companies (CIPD, The coaching climate – 2011) there might be more opportunity for partnering between coaches and the HR professionals. The CIPD survey shows the coaching industry is in good health, although there are some long term alignments that should be improved for its future. It highlights two main areas: the evaluation of coaching and developing the HR professions on business savvy. After the global findings described before, it is worth knowing more about this specific market of the middle management within the Hungarian corporate world.
Understanding the current state of the partner
For being a coach, who wants to serve well where it is needed, it is essential to know how the market works, if the general statements are relevant to this market. A local/country survey helps to discover the similarities and differences to the global trends. The survey was to discover the local corporate market relation to the middle management leadership coaching.
Survey method and results, the main findings:
43 responses were received, from industrial manufacturing and service companies in Hungary (Appendix, Table 1, Graph 1). 44% of them were from the industrial sector, 45% were from the service and commercial sector.
The positions of the respondents can be split as follows: 58% of them were managing directors, production managers or HR managers. Moreover, 21% of them were also managing subordinates. The rest of the participants (21%) were related to HR management, the profession of coaching or organizational development consultancy (Appendix, Table 2, Graph 2).
The recruitment method for the respondents was through personal and professional network. The respondents were asked to fill in a structured Google questionnaire about their experience and thoughts connected to coaching. According to the participants’ job rolls at their companies the responses reflect well the thoughts and everyday experience of this market.