A research study by the Career Innovation Group (CIPD, 2005) reports that “the amount of career support received by employees was positively correlated to their stated intention to remain with their current employer.” Coaching is a particularly effective form of career support because it is intensive, objective and completely customized.Beyond that, I’m going to let the Harvard Management Update take this one:
“If an experience—through coaching or anything else—reveals an interest that leads an executive away from the firm, everyone stands to gain. The executive finds a better fit and, ideally, a space in the firm becomes available to someone who is motivated by the challenges at hand. It’s much the same thinking that companies have gone through regarding leadership-development programs at large. The occasional departure of a manager in whom the firm has invested a great deal is offset many times over by the increased value of those who remain.”
“Career Conversation Literature Review”; Canadian Research Working Group on Evidence Based Practice in Career Development: Butterfield, Lalande and Borgen, University of British Columbia, February 2008.
“Methodology: Do You Need an Executive Coach?”; Harvard Management Update: Vol. 9, No. 12, December 2004.