Career coaching key to unlocking productivity in Hong Kong

20 June 2012

Hong Kong employees believe that career coaching improves job performance and job satisfaction

Hong Kong, 20 June 2012 – With UEFA Euro 2012 currently capturing the imagination of fans in Hong Kong, the role a coach can have in the success and development of their team cannot be overemphasized. New research from Robert Half, the worldwide leader in specialised recruitment, suggests that coaching also plays an active role in career development for employees in Hong Kong.

According to the survey of over 500 employees in Hong Kong, nearly nine in ten (88%) employees indicate that career coaching helps improve their job performance and 94% of them feel that having a manager with good career coaching skills is crucial to their overall job satisfaction. In addition, the survey found that Singapore employees are the most motivated by career coaching (98%) while employees in Hong Kong came in a close third, with 94% feeling more motivated after receiving appropriate career guidance.

Career Coaching Importance

The same survey also revealed that 74% of respondents thought their managers were effective coaches. This suggests a direct l ink between the behaviour of managers and the positive impact they make on employees and, ultimately, clients and business partners.

Pallavi Anand, Director, Robert Half Hong Kong said: “The importance of having a career coach is not only to keep employees motivated but also to improve productivity, allowing organisations to pursue growth strategies, drive revenue generation and compete on an increasingly global stage.”

“Effective managers have ongoing communication with their employees regarding performance and goals. Coaching need not only be negative; positive feedback and coaching reinforces good performance and encourages employees to work smarter and more efficiently. More importantly, companies embracing and cultivating effective leaders will not only get the most from their existing teams, but will earn the reputation as a great place to work, helping their attraction and retention strategies.” Ms. Anand added.

The research also reveals some important attributes for a career coach. 45% of respondents in Hong Kong believe that knowledge and expertise is most crucial. Other attributes of an effective coach include mutual trust and respect (35%) and a positive attitude (12%).

Robert Half has identified four coaching styles together with their characteristics and what steps coaches can take to get the most out of their relationships with their teams. Those interested in identifying their coach type can visit our Career Coaching site to find out more.

Definitive coach
Their take-charge personality and commercial thinking makes them natural leaders. Highly competitive and results focused, they play to win, and want their employees to do the same. They are excellent at setting objectives and raise the bar high.

Collaborative coach
A generous coach with excellent listening skills, they are more than willing to “take one for the team”, and spend a great deal of time working to develop those around them. They have a deep understanding of team dynamics and are good at fostering cooperation among diverse groups.

Persuader coach
As “ideas people,” they have creativity to spare and are always willing to help their team brainstorm the next big idea or solution to a problem. They encourage their employees to think outside of the usual parameters, and can easily adapt to change.

Diagnostic coach
They run their department like a well-oiled machine: organisation and careful planning are the hallmarks of their coaching style, and employees know what to expect each day. They encourage their team to update their skills and use critical thinking to create solid business strategies; this comes from their natural problem-solving abilities.

In addition, Robert Half outlines the following steps for team leaders who want to improve their coaching success:

  • Understand that coaching is part of your responsibilities as a senior professional and make time within your busy working day to communicate with your team.
  • Work through the quiz to find out which coaching type you are and map your attributes onto the personalities of your team: who will respond best to which of your qualities?
  • Accept that you may need to amend some of your behaviours to meet individual needs
  • Recognise that coaching is about ‘showing’ not just ‘telling’: it’s all about being an effective role model
  • Look for inspiration from the resources available to you: consider approaching your boss or your HR professional for help

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