Coaching in Indian context

10DM-007 Aditya Agarwal 10HR-001 Aastha Garg 10HR-013 Geetanjali Negi 10HR-020 Monishita Chandra 10HR-030 Ritu Kumar 10HR-041 Taapshi Sharma 10HR-045 Vijay Motwani

Objective of the Study

To analyze the importance of various competencies required in coaches .

To identify latest trends in coaching

To compare the differences in the Coaching Methodology of▪ Indian Companies & MNCs▪ Manufacturing & Service Sector

Coaching

Coaching is an interactive process that helps individuals and organizations to develop more rapidly and produce more satisfying results.

Coaching helps employees to set better goals, take more action, make better decisions, and enable them to fully use their natural strengths.

Methodology

Questionnaire

Questionnaire

Training Employees

Career Counselling

Confronting Performance

Mentoring Employees

Enhancing Employees' Self-Esteem

Rewarding Performance

Competencies included in the questionnaire:

Scale

The questions in the survey asked the respondents about the coaching behaviour of their managers.

1 2 3 4 5

Never Always

Companies approached for the Survey

Respondents of Survey

No of companies= 35

Comparison

• Indian Companies vs. MNCs

AverageRanks

• Manufacturing Sector vs. Service Sector

AverageRanks

Analysis Methodology

AVERAGES

Averages for each competency for different companies.

Sectoral averages Indian and MnC

average

RANK

Total Score: 150 Range used:

0-20, 20-60, 60-70, 70-80, 80-90 and 90-100

Percentage of companies lying in these range.

Comparison between Indian Companies and

MNCs

Average Score

17.739 14.04 17.3 15.72 17.173 17.68

100

19.833 18.833 19.916 19.75 19.91 20.5

118.75

Indian MNCs

Problem Ar-eas

Ranks

0-20 20-60 60-70 70-80 80-90 90-1000

5

9

5

2 2

0 0

3

4

1

2

Indian MNC

Comparison between Manufacturing & Service Sector

Average Scores

Trai

ning

Em

ploy

ees

Caree

r Cou

nsel

ling

Confro

ntin

g Pe

rform

ance

Mento

ring

Empl

oyee

s

Enha

ncin

g Em

ploy

ees'

Self-

Este

em

Rewar

ding

Per

form

ance

Tota

l

17.25 14 15.66 15.66 17.33 17.16

97.08

19.08 16.56 19.52 18.08 18.52 19.52

111.3403

Manufacturing Service

Problem Area

Ranks

0-20 20-60 60-70 70-80 80-90 90-1000

4

2

4

2

00

2

9

5

3

4

Manufacturing Service

Inferences

Coaching Practices ( Sectors)

• Philips – Regular coaching & feedback sessions for action planning

• GE – Special sessions on coaching

Manufacturing Sector

• TCS – Recognition of potential leaders

• Infosys – Three-tier mentoring process

Service Sector

Special Sessions

conducted

More of a continuous process – being ingrained in the culture

Coaching Practices ( Companies)

• Accenture – Provide internal coaches or people with stretch roles

• HSBC – Unique mentoring & coaching skills

MNCs

• Mahindra & Mahindra, Aditya Birla, TCS & Titan

Indian Companies

Coaching practices -

already existing & clearly defined

•Have started training their top people as coach•No coaching budget

Some more Findings…..

0%5%

10%15%20%25%30%35%40%

40%

20% 20%

Coaching Approaches

Only 1/3 rd of companies in India and 60% MNCs have formal coaching programme

Only 31% organizations considered peer coaching.

Most of the organizations reported that internal coaches were used for manager and supervisors whereas external coaches for executives

Challenges for coaching in IndiaInfancy stage

Attract people

Plan coaching interventions

Lack of collective focus

Budget constraints

Poor quality of content

Lack of professionalism

Peer coaching is not is place

Recommendations

Company should have a formal Coaching Programme to make it more effective.

Peer Coaching should be introduced.

Indian Organizations should focus on counselling, mentoring and rewarding performances.

Internal and external coaches meet to share learning or develop common skill-sets beyond the three-or four-cornered contract for an individual coaching relationship.

Limitations of the Study By its very nature, coaching is personal.. It is

tailored to the uniqueness of each student; a prescription, if you will, for their healthy growth.

Subjectivity creeps in .

Employee may become dependent on the coach.

Sample Size is itself limitation

Thank You!