Additionally, when business optimization training is combined with Optimal Thinking executive coaching, individual productivity is increased by a whopping 738%.
Below are some executive coaching industry metrics based on the suboptimal positive thinking paradigm.
According to IMetrixGlobal LLC, companies receive an average return of $7.90 for every dollar invested in executive coaching. A 529% return on investment was produced by the coaching process (excluding the benefits from employee retention).77% of their 30 respondents indicated that coaching had substantial or very significant impact on at least one of nine business measures. 60% percent of the respondents identified specific financial benefits. Productivity (60% favorable) and employee satisfaction (53%) were cited as the most significantly impacted by coaching. Work output (30%) and work quality (40%) were also significantly impacted by coaching. 20% of the respondents identified financial benefits as a result of increased work output.
Manchester Inc.’s survey with 100 executives determined that coaching provides an average return of 5.7 times the cost of coaching, or more than $100,000. Among the benefits to companies that provided coaching to executives were improvements in productivity (reported by 53% of executives), quality (48%), organizational strength (48%), customer service (39%), reducing customer complaints (34%), retaining executives who received coaching (32%), cost reductions (23%) and bottom-line profitability (22%).Among the benefits to executives who received coaching were improved working relationships with direct reports (reported by 77% of executives), working relationships with immediate supervisors (71%), teamwork (67%), working relationships with peers (63%), job satisfaction (61%), conflict reduction (52%), organizational commitment (44%) and working relationships with clients (37%)
According to a Hay Group study of Fortune 500 companies, 21 – 40 percent employ executive coaching. Today’s CEOs are three times more likely to be fired than CEOs appointed before 1985.Their survey of 247 senior executives in the U.K. who were transitioning into new leadership positions exposed the following: Nearly half of the executives felt inadequately prepared for their new leadership roles, while just over 50% felt that their new roles did not meet their expectations. 52% missed their friendships from the old job and many, especially those between the ages of 30 and 40, felt they needed to rebuild their professional networks.29% of the respondents said they regretted making the move (a greater proportion of these were women and younger employees).47% of the respondents disclosed that instead of experimenting with different approaches in their new jobs, they continued to use methods that had worked well in the past. Many wished they had invested more time reflecting on their new roles, understanding the structure and culture of the new organization, and gaining greater clarity about their responsibilities.The research revealed that executive coaching can be an effective means of minimizing the difficulties and disappointments that come with the transition to a new role. Coaching is found to be beneficial as a leadership development resource for key executives and talented executives.
Personnel Management Association reports the following executive coaching industry metrics when training is combined with executive coaching. Their survey revealed that individuals increase their productivity by an average of 86% compared to 22% with training alone.