Coaching Men vs. Coaching Women

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Coaching Men vs Coaching Women Research Summary – August 2007

SKAI is a long established leadership development consultancy, that has coached 100’s of senior leaders, men and women, over the years. As an organisation founded by four women, we have always fought shy of any gender-based typecasting, taking the stance that all people are different, regardless of their sex. More recently, we have been asked to get involved in furthering the cause of women leaders, as many organisations are interested in tapping this pool of talent. They have found it very challenging to do so, and recent research done by a leading consultancy shows that women in middle managerial positions are exiting the workplace faster than ever. Whilst women at the most senior levels are slowly increasing, if the pool of talent below them is getting smaller and smaller then it’s only a matter of time before this positive and hard-fought trend alters. As we build an ever-larger case history for coaching, we at SKAI can see that much as it sometimes pains us to admit it, there ARE it seems generalised, but still significant differences to at least consider when coaching men vs coaching women. It is often extremely useful to be able to show such data to our coachees, as even if they feel they differ from the generalisations, it helps them enormously to understand how they risk being perceived by others, and adopt suitable mitigating strategies. So, in order to help our clients wanting to promote more women, to inform our own coaching practice, and to provide data for our coaches, we felt the time was right to dig deeper into the experiences a large number of coaches have had. What follows is a summary of the research we carried out during the summer of 2007, together with some of our observations and conclusions.

DETAILS OF PARTICIPANTS 53 people responded to the questionnaire providing information on a total of 297 coaching relationships 41% were women and 59% were men The majority (87%) coached in the UK rather than in Europe or internationally Most (77%) were professional external coaches, 23% were internal coaches either as dedicated coaches (6%) or coaching as part of their role as a manager (17%) Most participants (61%) spent on average less than 20% of their available work time on coaching activities. 22% of coaches spent 60% of their available time or more on coaching activities. 17% spent nearly all of their available work time on coaching. (This includes set up, organisation, review, administration etc. as well as actual face-to-face coaching time) Nearly half of the paid coaches charged in excess of £200 per hour. Nearly a third charged between £150 and £200 per hour 64% had been coaching for more than 5 years. 23% had been coaching for less than 3 years Of those coaching in excess of 5 years, the majority (58%) charged in excess of £200 per hour. Of those coaching less than 5 years 20% charged in excess of £200 per hour Most coaches (55%) had coached less than 15 people over the previous 2 years. 45% of coaches had however coached well in excess of this number (over 30), bringing the average number of people coached to around 18. 34% of coaches had coached less than 10 people over the previous 2 years Most coaches (55%) coached equal numbers of men and women. 26% of coaches coached more men. 19% of coaches coached more women Of the coaches who coached more men (14 coaches), 71% of them were male themselves. Of the coaches who coached more women (10 coaches), 80% were women themselves. Of those who coached similar numbers of men vs women (29 coaches), 69% were men.

© SKAI Associates Ltd 2008

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© SKAI Ltd 2007

Coaching Men vs Coaching Women Research Summary – August 2007

MOST COMMON COACHING GOALS We asked coaches to provide information on coaching goals for three of their male coachees, and on three of their female coachees. For some of the coaches who had smaller portfolios there were...
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