SAP Coaching Intervention: Shaping the Future of Work

 

 

SAP saw an increase of 30% in requests for professional coaching after the pandemic, which would be critical in shaping the future of work for employees.

In a recent SAP TV In Focus episode “Coaching is Good for Business”, Jon Lieberman, VP for Corporate Affairs at SAP, and Kristen Reynolds, Global Ambassador Lead of SAP’s coaching program, talked about the pivotal role of coaching not only in employees’ career progression but also in the company’s overall performance.

Many organisations continue to find ways on how to keep the business thriving while ensuring the well being of employees in the time of COVID-19. To Reynolds, coaching is one of the ways to help employees manage mental health and achieve productivity despite the uncertainties and challenges of today. She said:

“Coaching is about self-reflection and enabling people to find the resources they need within themselves so they can make the transformation they’re looking for in their lives.”

Coaching is Future-Focused

The SAP Coaching Program head explained how different coaching is from therapy and counselling. As opposed to therapy or counseling, coaching is future-focused. 

She stressed that in the present extraordinary times we are all in, coaching can be extremely powerful in shaping the future of work.

Reynolds also said that coaching does not give advice. She emphasised:

“It’s a totally advice-free zone. The goal is to ask thought-provoking questions that help the client to tap into their own inner resources and the answers within themselves.” 

As employees navigate the challenges brought by the pandemic, a coaching intervention would make a great impact in helping them achieve professional as well as personal goals.

Investing in Coaching

SAP has invested in its coaching program 15 years ago. Today, over 100,000 employees worldwide are benefiting from the program, which is a part of a broader strategy to prepare people for the future of work, increase employee engagement, and foster cross-organisational agility.

Reynolds explained that the program involves coaches that have specific areas of expertise, internally known as their “superpowers”. Coaches’ superpowers could be in the field of conflict resolution, career development, or work-life balance.

“Coaches also help employees have more self-awareness, embrace diversity, and work better in virtual teams,” she added.

Though relatively a young field, coaching has been getting more traction now, especially in the tech industry. In Asia, SAP partner Delaware Singapore has created an enhanced go-to-market strategy focused on strengthening of delivery excellence through internal coaching and training. This initiative came right after the company recruited approximately 20 new consultants, cited as “young Singaporean talent”.

Reaping the Rewards

The German company’s investment in the coaching program has been proven to be effective based on the internal audits conducted by SAP. The audits reported that employees with coaches are twice as likely to write up their business goals and 32% more likely to achieve them. In the recent SAP Coachee Survey 2019, 97% of coached employees said that the can directly apply what they learned in coaching sessions to their world today.

“It’s really key to have both operational as well as experiential data to support a solid coaching program. Balance out productivity indexes with more intangible results, like how a client feels after a coaching session and if they have more positive emotions, thinking, and attitude,” commented Reynolds. 

Reynolds highlighted that coaching intervention is one way to achieve SAP’s vision of helping the world run better and improve people’s lives. According to her, improving employees’ lives creates a ripple effect on SAP’s customers, partners, and, ultimately, the world.

This article was posted by Andrea Hilao,author at Inside SAP Asia,in Featured,In Depth,Market Insights.