Coaching Culture
Coaching may be on your organisational agenda – you may have a standalone coaching strategy or it may form part of a wider strategy.
Your aim might be to develop a coaching “culture” where…
- “…people coach each other all the time as a natural part of meetings, review and one-to-one meetings”. (Hardingham et al)
- “…not only formal coaching occurs, but where most individuals in the organisation practice coaching as a means of relating to, supporting and influencing each other.” (Center for Creative Leadership)
As with any other cultural aim, developing a coaching culture needs to support and enable the wider organisational purpose and mission. A coaching agenda without connected purpose is unlikely to gain traction or embed into the cultural DNA.
And remember: Sustainable cultural change takes time, commitment and high-level buy-in.
Weaving coaching as a golden thread throughout our organisational mission and strategy enabled us to accelerate our rate of progress and deliver against our key objectives. It’s changed the way we have conversations and measure “good” practice.
Organisational aims & priorities
Your coaching agenda
Whether you’re looking to journey all the way to culture, implement an internal coaching service or support the development of coaching as a leadership or conversational style – we can help.
Some of our recent client coaching projects have included:
- Design of coaching strategy, making the business case, supporting implementation of key stages and providing Board updates
- Development of internal coaching services – training of coaches/ development of selection and matching processes/ evaluation of outcomes and overall ROI
- Coaching skills development at various levels – from leaders to call-handlers – so that an “ask” style is consistent across the organisation
- Alignment of internal HR processes and practices to support embedding of coaching style and recognition of good practice
- Ongoing support for internal coaches via supervision and CPD activities
All of our interventions are hallmarked by robust evaluation of progress against defined KPIs – ie How will we know when we’ve got there?
Supporting your journey
Our approach
We always start with the end in mind – what do you want your people to know/ show – in what timescale – and how will we measure it?
Typically our approach is to:
- Meet with key stakeholders to determine EXACTLY what the agenda is, how it fits in with wider strategy and what’s to be achieved
- Apply our tried-and-tested “Journey to Coaching Culture©” model to identify your organisation’s starting point, identify gaps and pinpoint first steps
- Provide a roadmap of potential activities/ interventions to support the achievement of your coaching agenda
One size doesn’t fit all; your roadmap will be tailored to meet the specific needs and priorities of your organisation, with realistic timescales and review points.
And remember: Anyone can deliver a tick-box project.
Sustainable cultural change takes time, commitment and high-level buy-in.
Fancy a chat or want to find out more?
To discuss your organisational aims, and how to weave a coaching golden thread, please call or contact us