The 5 elements of a successful Coaching Culture Implementation.

Coaching has become a popular formula for leadership development in organizations and it is migrating from a private engagement for top level executives with their coaches to organizations looking to create a full coaching culture in their workplaces. But what does that mean? Having a coaching culture is not telling your managers to coach better or to practice active listening. Coaching is a personal transformation because it allows everyone to develop a better version of themselves with these principles:

 

These are the 5 elements that you need to consider to create a successful coaching culture with your leaders and take your organization’s leadership to the next level.

  1. Starts from the top. No difference from other important key initiative in your organization, it must flow up-down with the CEO and Executive Team embracing coaching as the way to work and develop people. If you don’t have full buy-in from your CEO and active participation from him/her learning techniques, practicing them and mastering them then the team won’t follow. This is a project where your leadership needs to LEAD.
  2. Understand what it is. The key problem in the coaching profession is the common misunderstanding on what it is and what it is not. The definition and expectations of what a coach does are different in the minds of your Executive team members, VP’s, Directors and employees. If you want the project to succeed the first step is to establish what coaching is? What it will mean in this organization? What is the impact for employees? What is the impact for customers? What areas of the organization lend to use or implement coaching techniques? Create an assessment to align expectations on what it means to embrace this culture in your organization.
  3. Invest in good coaching skills leadership training. There are many programs in the market and as in anything else different levels of quality. Make sure you have a leadership program that is effective in creating coaching skills with your leaders. Ask how the classes are taught, for example our programs always present a new skill, demonstrate it, have participants to practice it and then debrief the experience and reaffirm learning and future practice activities are defined to solidify learning.
  4. Pick a program for managers and leaders not for coaches. You don’t want your management team to become professional coaches. In fact, you don’t want to get rid of management which will be still necessary to create results in your company. Coaching does not replace managing. What you want is leaders with great management skills who add to their repertoire coaching skills and learn when to coach and when to manage.
  5. Make it a company-wide project. Create in internal marketing campaign, adopt coaching as one of your company values and do all necessary to create awareness at all levels that a new culture is being implemented and what that means for everyone. This includes creating the mechanism to measure implementation and observe if new behaviors are being adopted by managers.

Several observable behaviors will be used by your managers as the coaching culture is adopted and you will see the tools in action through:

Need help? our Leadership with the Power of Coaching program is one of the key elements you will need to adopt this culture.

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