Creating a Coaching Culture

Lessons for Leaders

This week I share the benefits that can be seen individuals and across an organisation when a coaching culture is embedded.

Listen in for:

My tips on corridor coaching

Explain the coaching continuum and how you can use it easily

Some recent trends in coaching in organisations I’m working with too.

Leadership coaching is often very well recognised as being something that adds value to businesses through higher productivity, better engagement, and improved effectiveness.

How good would it be to have that kind of support for everyone in the workplace?

That’s what happens when we create a coaching culture.

By creating a coaching culture we are enabling your organisation to function in an environment where employees feel support to provide feedback, ask questions, encourage their own thinking .. for example to figure out problems and come up with solutions. It creates situations where there is opportunity for shared learning, for people to use their individual skills rather than being a ‘one size fits all’ kind of workplace.

Corridor Coaching

Listen in where I talk about "corridor coaching" and how you can make that work.

Rather wait for specific meetings, 1:1’s and reviews, you can provide opportunities for these conversations literally .. to take place in the corridor or at the desk.

The Coaching Continuum

Listen to my really simple way of looking at coaching with the idea of a continuum of Ask, Suggest, Tell. Hear my explanation of getting this to work and where you need to be on this continuum to ensure coaching culture works.

Often we prioritise senior leadership coaching. The areas we forget about are HR and middle managers. What happens then is that we will struggle to have these coaching conversations running right through the organisation because we don’t have managers coaching the people right through the company.

By shifting coaching to be the most predominant management style you can make it a success. That also means supporting all managers with coaching and I’m often asked to provide coaching for middle managers. At the moment, group coaching is working really well for them so that they develop coaching skills and leadership skills as well as build peer support and develop and enhance essential leadership tools.

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