Coaching cultures foster strong teams The strong coaching culture encourages social support and communication, allowing employees to learn from each other and lean on each other for support. Creating a strong coaching culture takes time, but it will undoubtedly pay off in the long run through greater engagement, lower turnover, and greater job satisfaction. While each organization's approach to coaching will take a different path depending on their distinctive needs, objectives, and organizational initiatives, companies that go the extra mile in implementing these practices will reap the benefits for years to come. Coaching has grown over the past 30 years, and many organizations use both internal coaches and mentors, as well as external experts to deliver outstanding individual results.
However, despite this maturity in the area of coaching and mentoring, I continue to find areas of excellence in business coaching that have failed to move from isolated examples to methods of doing sustainable and long-term business. I think the main reason for this is the lack of published and proven success on how coaching and mentoring can effectively impact corporate objectives. Katherine Tulpa, executive director and founder of the Coaches Association, wrote an interesting preface to “Supervision in Coaching”, in which (starting with the first publication 201) she refers to coaching as coming of age as a profession. He suggests that the next phase is to establish this young and emerging technique as a globally recognized management method.
This can be achieved through the engaging delivery of both the coaches and the continuous development of the coaches, using the experience we gain as coaches and coaches to further improve our self-development skills. We should add mentors and mentees to this statement. He describes management at the next level and describes the ability to set aside traditional traits and concentrate on some basic leadership skills, which he has learned in more than 1000 360-degree evaluations. It will help your organization to address the business challenges of the 21st century, such as economic austerity, recession, social responsibility and organizational agility, and it will help build trust and openness with our stakeholders, an area that seems to have been forgotten by our banks, our politicians and famous role models.
All too often, the agenda set for the review is to meet the needs of the manager and the organization, marking an event on the calendar and ensuring that the main drivers of the business are met. This is fair, but also one-sided, and while it could support the short-term results the company needs, it doesn't address the professional aspirations of team members very well, nor does it address some of the most difficult challenges faced by many organizations today in terms of hiring, retaining and developing their workforce for the 21st century challenges they face. So what is the role of the leader of the 21st century? There is no doubt that the modern leader is no longer required to be the knight of the white flag, fixing everything before him, but perhaps now he is being asked to be the facilitator of change. According to Harvey J.
Coleman from his book Empowering Yourself, how well you do your job may have very little to do with how successful you are in your professional career. Coleman suggests that the way you do the prescribed work will only account for about 10% of your overall success. With so much noise surrounding coaching these days, it's difficult to distinguish between good practices within coaching and mentoring and interventions that simply respond to a trending trend. Building a strong and lasting coaching culture requires effort, and coaching should not be perceived as a trendy program, if there is only a budget left or without an established strategy.
When team members see a positive example of training from their leaders, they can become a group of good coaches among themselves. Some coaches have experience training senior leaders to support succession planning and other fundamental changes in organizational development. Too often, people have been referred to counseling and mentoring plans because they are underperforming, and as such, counseling and mentoring have been viewed as providing a corrective service in an organization. Before connecting coaches to leaders, interview coaches to understand their areas of expertise and references.
Their leaders and managers achieve more through their teams by embracing a coaching culture, specifically by developing managers to promote the coaching leadership style. As part of this management process, an organization might need to consider how coaching and mentoring, along with the other range of support initiatives offered to the team, are producing the desired effect and the results necessary to meet corporate and stakeholder needs. At the leadership level, as coaching drives managers to better motivate their teams (and themselves) on a daily basis, a coaching culture begins to develop within the company. I wanted to share a training session that I recently offered to a client, who brought to his training session a topic on how to support him in an upcoming biannual performance review.