It Takes Time: A Stages of Change Perspective on the Adoption of Workplace Coaching Skills

Abstract

Although many managers receive training in workplace coaching skills in order to enhance employees' performance and facilitate organizational change, little is known about managers' perceptions of the costs and benefits of adopting workplace coaching behaviors. This study explored the relationships between workplace coaching skills and the perceived costs and benefits of adopting coaching skills from a Stages of Change perspective. This is the first study to examine these issues. Participants were 99 executives and managers from a range of occupations. Findings were broadly as predicated by the Transtheoretical Model of Change. Individuals in the early stages of adopting coaching behaviors had lower self-efficacy and lower coaching skills than those in the latter stages. The perceived benefits of adopting coaching behaviors did not differ across different stages of change. The perceived costs of adopting coaching behaviors were significantly lower in the latter stages of change, but findings suggest that it takes about six months before the perceived benefits of adopting coaching behaviors outweigh the perceived costs. Disaffected managers held higher perceptions of the benefits of coaching, and there was no relationship between coaching behaviors and workplace wellbeing. It is recommended that managers of coach training programs explicitly address ways to overcome barriers to adopting coaching behaviors, rather than primarily promoting the benefits of workplace coaching. Organizations should give ongoing learning support to those who have recently completed workplace coaching training, in order to help them persevere through the initial adjustment period as they consolidate and develop their coaching skills.