First, ask yourself these two questions. Do you believe that your employees have more untapped potential than their current performance levels? And if yes, what is the opportunity cost of not using it to drive your business?
If you are like many of the Senior Executives we interviewed, then you must’ve answered ‘yes’ to the first one and your answer to the second question might probably be that it cost you a lot of time and money.
This is a common challenge faced by many businesses. The solution to this problem lies in coaching. In this era, coaching is a very important necessity to any organization; it’s not just a nice perk that accompanies the culture. Especially in a rapidly evolving era of hybrid workplaces, executives need support and coaching to help the leaders achieve their personal best.
If you are someone who leads a human resource department then you need to think about how you can implement a long-term strategy to integrate learning into everyday work by creating a culture of coaching within your organization.
What is a coaching culture?
A coaching culture involves building a coaching mindset and developing coaching practices across the organization so that it ends up becoming a part of the company’s identity. A coaching culture enables agile transformation and coaching conversations on a daily basis. It creates an environment within the organization where:
- People can freely talk, give and take feedback
- Challenge each other’s ideas to promote out-of-the-box thinking
- Engage in developmental conversations that have a massive impact
- Support and broaden each other’s horizons and perspectives
How to develop a coaching culture?
Here’s how you can instill a coaching culture in your organization in 3 simple steps.
- Make the case for strengthening the existing coaching skills by allowing people to experience it
A coaching culture’s true potential cannot simply be asserted. One needs to experience it to understand how powerful a tool it is and value its potential and impact. You can start by finding opportunities in situations, particularly where difficult business decisions are involved, to demonstrate the value of a strong coaching culture. Say for example, you come across a Senior Executive who has been struggling with a problem for a few weeks. You can take the opportunity to help him explore the context and engage with him in a brainstorming session that would then make him say something like,
“I’ve been struggling with this problem for the last 2 weeks. An hour with you and I’m already starting to realize the alternatives that had slipped my perspective”.
- Start by integrating Coaching into your talent and Leadership Development Strategy
Before trying to embed coaching into your organization’s culture, start by making coaching a part of your company’s learning and development program. Start by embedding coaching into development programs for your senior executives, performing managers, and high-potential staff. This is the equivalent of learning to stand before you jump and leap. This will initiate the process of developing a coaching culture and will serve as an inspiration for other employees. In simple words, it would expose the staff of the organization to the new model of development.
- Equip leaders, mainly HR professionals with key coaching skills
The ideal situation would be where Leaders and HR professionals exhibit and demonstrate a coaching mindset of their own. The popular belief is that coaching is reserved exclusively for development purposes. But contrary to this belief, coaching is an everyday activity for everyday challenges.
Your organization’s performance as a whole is dependent on the individual effectiveness of every single person on your staff. Coaching can help you in this aspect by addressing a majority of the problems effectively and quickly resolving issues employees have with their personal objectives. The stronger and better the coaching skills of your HR department, the faster they can experience the impact, and exemplify its benefits, and the better it will be for the organization.
How it is beneficial for you?
There is no question about the merits of coaching. Every company needs a coaching program. The question is whether you need an internal or an external coaching program. Here’s how an internal coaching program is beneficial to every organization:
- It is closer and more aligned with the company culture
- It is cost-effective/more affordable
- It is easily accessible
- It can be easily integrated into the learning programs
Conclusion
Developing internal coaching practices can help your company adopt a coaching culture and build a strong line of leaders who are ready to fearlessly tackle challenges on a day-to-day basis, as well as drive the company’s vision towards long-term realization. In fact, in today’s cut-throat market where only the fittest survive, a good coaching culture can prove to be a key survival and sustainability tool for your company. If you invest your resources today in building a great culture of courage that can stand up to any business challenge, the returns in dividends will be exponential tomorrow.
Are you ready to take the initiative today?
We would love to partner with you and help you on your journey to instill a coaching culture, build your team’s skills and to foster great coaching and conversation skills across your enterprise. So that your organization starts having better and more engaging conversations every day.
