Sometimes, those of us who are into coaching struggle to explain why it’s so darn helpful. Whether we’re the coach or the one getting coached, we usually just share success stories to prove our point. But that doesn’t cut it. If you’re curious about coaching, getting coached, or introducing coaching throughout your organization, you should be able to spell out what’s really going on inside the heads and hearts of the folks being coached as they spend time with their coaches.
Research is now making this clear. Several recent studies show that coaching facilitates what’s called “psychological capital” (PsyCap for short).¹
Psychological capital contributes to increased overall well-being. Having hope, self-efficacy, resilience, and optimism can help individuals better cope with stress, enhance their emotional and mental health, and experience a higher level of life satisfaction.
It’s not just about having happier employees.
Psychological capital translates to business outcomes.
Self Efficacy -> Goals
Employees with high self-efficacy set challenging goals, believe in their ability to achieve them, and put in the effort required to make it happen. This positive belief in their own capabilities not only enhances their performance but also contributes to their overall job satisfaction and well-being.
Individuals with self-efficacy are more likely to engage in effective problem-solving and strategizing. They believe they have the capability to find solutions, which leads to more efficient and successful goal pursuit.
Resiliency -> Navigate (business challenges)
Employees with higher levels of resiliency are better equipped to navigate business challenges effectively. Challenges and change are a daily facet of any business or organisation. Resilience, the ability to bounce back from setbacks and adapt to change, plays a crucial role in helping individuals navigate the various challenges they encounter in the workplace.
Employees with higher levels of resiliency not only weather business challenges more effectively but also contribute to a positive and resilient workplace culture. Their ability to bounce back from setbacks and adapt to change is a valuable asset for both their own career development and their organization’s success.
Hope -> Motivation
Hope is often described as a mindset. It is a positive and optimistic mindset or attitude that involves the expectation and belief that positive outcomes are possible in the future. Hope is characterized by a sense of confidence in one’s ability to influence and shape the future in a positive way, even in the face of challenges and uncertainties.
Hope can significantly increase motivation by influencing an individual’s beliefs, attitudes, and behaviour.
Hope fuels motivation by instilling a sense of purpose, confidence, and optimism. It empowers individuals to take action, persevere through difficulties, and channel their efforts toward achieving desired outcomes. The positive mindset and emotional well-being associated with hope create a motivational drive that encourages individuals to work toward their goals, maintain future-focus and forward momentum.
Optimism -> Perspective
Optimism, especially when applied in the workplace, offers several advantages by providing a more positive and constructive perspective.
Optimists are more likely to engage in problem-solving and solution-seeking behavior. They look for opportunities and creative solutions when faced with challenges, contributing to a more innovative and proactive workplace. Optimists bring positive energy to the workplace, which can have a contagious effect. Their enthusiasm and constructive outlook contribute to a more optimistic and supportive work atmosphere, making it a more enjoyable place for everyone.
Optimistic leaders are often more effective in inspiring and motivating their teams. They create a vision of a brighter future and encourage their team members to work towards it with enthusiasm. The Optimists in any team are an essential part of the culture of the team and that energy can prevent teams from getting ‘stuck’ or stagnated in their thinking by providing fresh alternate perspectives.
In conclusion, coaching is not just about anecdotal success stories; it’s a powerful catalyst for developing psychological capital within individuals and organizations. Psychological capital, encompassing hope, self-efficacy, resilience, and optimism, plays a pivotal role in enhancing well-being and driving positive business outcomes. As employees cultivate self-efficacy, resilience, hope, and optimism through coaching, they become better goal-setters, more adept at navigating challenges, highly motivated, and capable of maintaining a constructive and forward-looking perspective. This not only benefits the individuals themselves but also contributes to a more dynamic, resilient, and optimistic workplace culture, ultimately translating to improved business performance and success.
Are you curious about coaching and its positive impact on well-being and business success? We can help you and your team unlock your potential through our coaching services.
Let’s have a conversation about how we can work together to create a culture of growth and success.
Feel free to reach out to us anytime via Get in Contact or drop an email to info@noellegoggin.com; we’d love to chat!
¹ Credit to: Why Does Coaching Work? An Evidence-Based Perspective | Psychology Today for study summary.
