Before we provide guidance on how to promote a coaching culture, we suspect that most of you will wonder what a “coaching culture” means?
Although it is usually regarded as just another one of those buzz words which will seemingly work its way round senior management until HR do something about it, it can actually provide your business with the key to enhancing employee engagement and knowledge sharing.
Theorists suggest that a coaching culture is generally regarded as ‘an environment where people are encouraged to develop and flourish whilst recognising the importance of improving personal and organisational performance’.
It is necessary to therefore establish what the term “coaching” means to your business. Once this has been achieved, you can then begin to introduce the concept to senior management – it is imperative you have their buy-in in order for it to succeed and be long-lasting.
* Firstly, provide managers with the basic skills of coaching. This may be through an in-house programme tailored to your business, or an external generic course that provides a less personal approach but will generally provide grounding into the basics of coaching.
* Secondly, ensure you provide opportunities for the coaching practice to be reviewed and refreshed. Many organisations establish a coaching partnership with individuals from 2 separate areas of the business working together to develop. This not only creates a ‘one company’ working ethic, but also helps to share knowledge and experience around the business.
* Finally, it will be clear that a coaching culture exists when it becomes the responsibility of managers in their day to day role and that people are actively seeking feedback on their coaching approach.
There is no harm in recognising that it will be a long journey, however, it is the determination to encourage and maintain an approach to coaching which will be more rewarding at the end of the road.
Hannah is an HR professional within the support services industry. She is CIPD qualified with a Masters in Personnel Development. She has 3 years of generalist HR experience. You may contact her at email@example.com
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