It was positive to note that majority of the coaching initiatives emanated from the local office (80%) versus a regional or global intervention (see Figure 1). Most of the coaches were from the HR division (40%) but organizations also hired coaching companies (30%). Rate per session also varied from more than Php9,000 (20%) to below Php1,000 (50%). The high in the Philippines is just the low in the US. This could easily be because the Philippines is a third-‐world country but it could also be a factor that coaching in the US may be a more established profession than in the Philippines.
Who Initiated a Professional Coaching Intervention?In terms of the organization’s satisfaction with the coaching services, on a scale of 1 to 5, with 1 as Strongly Dissatisfied and 5 as Strongly Satisfied, the responses gained an average of 4.1 with half of the respondents being Strongly Satisfied, yet 10% responded Strongly Dissatisfied. When HR Practitioners were asked if they would recommend Professional Coaching again in the organization, all of them responded they would. One mentioned “it is good to have someone not
involved in the day-‐to-‐day activity put perspective on the situation.” Another respondent also mentioned “because more than being able to do the job and deliver results, coaching helps develop talent and nurtures creativity.” And coaching also “empowers people by expanding their capacity to win.”
If HR Practitioners have not heard of Professional Coaching, given the definition, would they use it as an intervention in their organizations? Most of them answered that they would (80%) and most use it for Management Development (100%), Change Management (75%). The following niches are also relevant to their organization: Career (75%), Executive (50%) and Health & Wellness (50%). HR Practitioners also see implementing Professional Coaching within different levels in the organization (see Figure 2).
Level of Future Implementation