Creating a Coaching Culture in Your Organization
Check out my latest webinar – https://www.youtube.com/watch?v=beQ7mt1oVlQ&feature=youtu.be
Check out Josh Martin’s free online resource Going on a Bear Hunt: Five things cancer taught me about overcoming obstacles, available at www.badgeofawesome.com.
Research has shown that a coaching culture will:
– Better engage employees in their work and their role
– Increase employee accountability and responsibility for their results
– Build the capability of employees to deliver improved results
– Create more positive, constructive behaviours.
Who wouldn’t want all that?
While you can’t grow a thriving garden overnight, you also can’t transform your culture overnight. It takes:
1.Significant pre-planning of what and where to plant the new seeds (way of being).
This takes a comprehensive Communication Plan and dedicated Leadership Commitment in both sponsorship and participation.
2.Hard work and focus to cultivate new skills and mind-sets.
A ‘learning-emersion’ training program that teaches participants the foundations of a coaching relationship and fundamental coaching skills such as powerful questioning and listening as well as acknowledgement and feedback to build confidence and generate positivity.
3.Dedication for it to flourish and sustain itself going forward.
To truly become part of the culture and be “the way it is around here”, this practice must be embraced by EVERYONE and a “Coach Approach” be taken in every interaction.
Ask me how we can accomplish this in your organization! firstname.lastname@example.org
More and more studies are coming to the same conclusion: traditional performance management processes in organizations are NOT delivering better performance results, and in particular, not engaging and motivating employees.
Recent research in neuroscience, and the results from applying a coach approach to managing people in organizations, has shown to:
• Better engage employees in their work and their role.
• Increase employee accountability and responsibility for their results.
• Build the capability of employees to deliver improved results.
• Create more positive, constructive behaviours.
Isn’t it time to focus on coaching employees to take ownership and accountability for their own development, rather than a “tell” approach that really only supports the manager’s agenda?
It’s no wonder that most employees think their Performance Management Process is a waste of time.