Creating a Coaching Culture & Growing Coaching Capability
Creating A Coaching Culture
What is it?
A coaching culture within an organisation is a culture where not only formal coaching occurs but also where most people use coaching behaviours as a means of managing, influencing and communicating with each other.
It is an environment that values learning and growth of its people
Why do it?
the benefit of coaching is that it "achieves measurable and sustainable performance improvement aligned with explicit business needs beyond what the individual thought was possible for themselves". developing a coaching culture can yield significant organisational benefits.
A coaching culture promotes more open communication. It builds trust and respect.
It improves working relationships by showing how everyone can bring something to the party.
Everyone can recognise that part of their role involves facilitating the development of others. This, in turn, can bring significant operational improvements.
Recent research by the CIPD suggests that 99% of managers believe in coaching as a tool for organisational and personal improvement and would like to develop a coaching culture in their organisation
How it works?
Link into business strategy
Identify sponsorship
Draw out current best practice from existing activities
Develop clear coaching methodology
Build capability, practice and measurement
Communicate and promote coaching activities in the business
Hardwire coaching process into existing HR processes
Establish and maintain a structure that supports coaching at every level in the business
Share knowledge across business
Awareness and Engagement What is it?
First stage to creating a coaching culture
A series of initiatives to raise awareness and appreciation of Coaching as a learning intervention and a tool for personal growth.
What Coaching and its implementation means to the organisation
Individual impact and understanding of the Coaching process
Recognition of the role of coaching in the business environment
Identification on how coaching can be used alongside other performance management and personal development systems in the organisation
Why do it?
To ensure a successful delivery of Coaching
To promote Coaching as a tool for personal growth
To build a high performing individuals and teams throughout the organisation
To create commitment to development and achievement of business objectives
To build a learning organisation that can respond quickly to change
How it works
Development of initiatives and implementation strategy with key internal stakeholders
Facilitation of initial events
Transference of skills and knowledge to internal facilitators
Coaching and support to internal facilitators
Growing CoachingCapability
What is it?
Aimed at internal consultants and leadership development specialists who are already or have an interest in developing as internal coaches
A 3-stage process over 6-12 months incorporating development of coaching skills, coaching masterclasses, action learning groups and coaching supervision, leading to possible external accreditation
Development of the internal coach through a journey from sound coaching skills development to experienced coach practitioner to internal coaching supervisor.
Why do it?
Saves costs – over time it is more cost effective than using external coaching exclusively
Develops confidence, credibility and consistency in internal coaching practice across the organisation
Internal coaches are able to use their knowledge of the organisational system to (Angela to confirm)
To engage, to inspire, to motivate, to retain, to plan succession, to recognise, to create and embed change and to deliver the best performance from internal coaches whilst positively impacting the bottom line.
How it works?
A 3-day workshop to develop and practice coaching skills and style
Provision of a series of coaching Masterclasses e.g. The Psychology of Coaching, Standards, Ethics & Boundaries in Internal Coaching, Coaching through Emotional Intelligence, Coaching through Uncertainty & Conflict
Set up of coaching action learning group
Use of Coaching Signatures TM to provide an evaluative and self-reflective psychological profile, which enables coaches to recognise and understand their most developed and natural coaching style.
Co-creation of an ongoing development plan for you to use to self manage your learning as an internal coach
