Coaching as a Tool to Break Through Today’s Fundraising Challenges
Long ago, professionals in the private sector added business coaching to their list of best practices. Unfortunately, nonprofit organizations have been slow to adopt this practice even though they have incorporated other best practices from the corporate world such as financial analysis, governance and customer centrism. With the addition of coaching at the levels of senior- and mid-level management, a typical return on investment of six times its cost was achieved according to a study conducted by Manchester Incorporated. This is an investment even the strictest CFO could love.
Business coaching is not a new phenomenon. It started to garner support back in the 1980s and continued with much success as executives at some of America’s largest corporations began to recognize an improvement in performance among managers who were working with a coach. In many corporate circles, coaching is now seen as an investment in human capital that is paying a handsome return not just in terms of the bottom line, but with decision-making skills and stress management as well.
In many respects, coaching has rescued countless middle- and senior level managers from becoming real burnout statistics by helping them strike a balance between personal and professional life, controllable and non-controllable events, career fulfillment, and time-management issues.
Additionally, many find the experience coaching provides to be superior to one-time professional development seminars, and for a very important reason. Unlike a workshop or training seminar that leaves you alone at the end to implement what you’ve learned, a coach is there to establish a relationship that lasts for as long as necessary. The relationship, whether it is for three months or three years, is extremely important because the power to institute change lies in the alliance between coach and client.
What to look for
Still, not all coaching arrangements are a good fit. Professionals looking for a business coach need to be selective. They should always interview perspective coaches and look for a personality match that suits their needs and preferences. When the proper connection is made between coach and client, the results can move a leader from good to extraordinary.