As businesses struggle to differentiate themselves in today’s competitive work environment, coaching has become an integral part of a healthy corporate culture. There are many trends within the workforce that have begun to shift coaching from a “want” to a “need.” Corporate globalization, a multigenerational workforce, retiring baby boomers and a shortage of talent makes acquiring, developing and retaining skilled employees a monumental task.
The coaching culture within an organization provides structure and a developmental model to define a set of core values for team members. It helps them to understand how best to work with other team members within the corporate environment. It also provides a protocol to measure successes within the organization and defines an acceptable set of behaviors.
The introduction of coaching competencies within a company provides the frame work for coaching internally and develops expectations that should be met by both coach and coachee. This helps create a company identity and team unity as the staff works to meet a common goal and mission. Studies have shown that organizations with a strong coaching culture have less staff turnover and increased productivity. Employees also have a greater sense of team effort and are more likely to become champions for the organization.
When developing a coaching culture within your organization, it is important to define who is responsible for developing and implementing the coaching program. This might include a human resources managers, supervisors or senior level executives. It is also important to consider the following items when developing your coach program:
Why is the organization offering coaching? – It is important to determine the goals of the coaching program to ensure that the right coaching tools are being utilized. Additionally, this will help to define potential desired outcomes for the program.
Who is being coached? – Defining the coachee will allow the coach to develop the appropriate coaching techniques to help them reach their desired outcome. Additionally, it is important to consider why coaching is being offered to these particular team members. Is there a problem? Are their unmet goals? Is the coach looking to support growth? Knowing why and for whom a coaching program is being developed will help define the appropriate coaching modalities to utilize.
How often will coaching occur? Will the coach and coachee be meeting on a weekly basis, monthly, quarterly or another timeframe? It is important to set the parameters for the program and schedule the coaching sessions accordingly to ensure regularity.
What are the potential barriers? Are there any items that might hinder the effectiveness of a coaching session? Identify these barriers and develop a strategy to overcome them.
One other critical way to create a culture of coaching within an organization is to ensure that individuals in a coaching role have the proper coach training to be effective as a coach. We custom design 1 or 2 day corporate trainings for small to mid-size companies wishing to introduce a coaching culture within their team, these can be held on site at your company. In a recent blog post we discussed the importance of receiving coaching certification from the International Coaching Federation (ICF). ICF credentialing is the recognized as the gold standard for coach training. The intensive coach training programs provide coaches with the skills they need to develop a strong organizational coaching culture. This is an easy way to provide a member of your team highly skilled support implementing a coaching culture.
The Academy of Leadership Coaching & NLP (ALCN) provides coaches with the training they need to through our intensive ICF training program which also incorporates powerful Neuro-linguistic Programming (NLP) coaching techniques. For more information please feel free to visit our website or contact us.